Causes of ineffective training often stems from a lack of clear objectives, training content does not fit the actual needs work, teaching methods, or not attracted, as well as lack of evaluation system to monitor the results after training. In addition, the lack of commitment from the leadership and learning, as well as do not mount training with strategy development personnel, is also the factor that the training program does not bring the desired effect.
Training and development of personnel is considered one of the important strategies to help businesses improve team capability to adapt to change. However, practice shows that many organizations have spent the budget for training activities, but the results obtained back faint, even does not create any significant changes in work productivity or quality personnel. The status of “training for there” or “done to you” is not rare, particularly in the small and medium enterprises, there is no system administrator professional training.
The identification of the correct cause of ineffective training not only helps businesses avoid wasting budget but also is the foundation to build the training program really bring value. In this article Lac Viet SureHCS will analyze in depth the causes of the core leads to effective training low from that proposed solutions practical in accordance with the practical needs of business in Vietnam.
1. Training is not effective, what is?
Training is not effective, is to know that when the training program does not create positive change, markedly in behavior, skills or work performance of the employee in comparison with the original goals that businesses put out. This also means that the cost of training has been invested, including time, resources, personnel and financial does not bring the expected returns.
A study from Association Human resources development for the United States (ATD) indicates that only about 25% of the training program is now actually help the student transform knowledge into behavior sustainable work. Most of the time and resources wasted because of factors such as content not practical teaching methods is not appropriate, or lack of a mechanism to assess post-training.
In Vietnam, a lot of business training organization only because of the “must have”, not derived from the actual demand. For example, a business development courses communication skills for all employees, while the core problem lies in the process and coordinate internal lack of clarity. As a result, after training, work productivity does not improve, I feel “caught learning” not necessary.
Therefore, before the table to improve the efficiency of training, the first step organizations need to do is define evaluate in a realistic way about the effectiveness of the training program is implemented, which clarifies where the barriers are hindering the transformation of knowledge into real value for the business.
2. Signs identify inefficient training
Not well enterprises realize from the outset that the training program of “going astray”. Fact, the signs of the training is not effective often appear silently, if no observation skills will be ignored. Here are some of the common expression:
- Results after training, no significant changes
After completing the training program, business expectations, employees will improve skills, increase work performance, or can handle the job better. However, if the employee continues to make mistakes old, copes with the change a passive way, or even not apply learned knowledge into practice, which is the signal clearly shows the training does not reach the goal.
- Lack of coherence between training and actual needs
Many businesses deploy training according to the sense or “deal” with the requirement to test internal that does not stem from a process of needs assessment exercise. When training content is not close to the practical work, students will feel wasting time business, then disappointed not to see the effect.
- There is no mechanism measurement after training
One of the common mistakes that business only evaluate the effectiveness of training by level of completed classes (for example: learn enough sessions, test finished) that do not have the tools to monitor the application of knowledge to work. The lack of KPI or metric evaluation makes the process of training to become an activity “blind”, difficult to improve or optimize investment costs.
- Personnel not excited to join
If the classroom training is always in a state of employees are late, miss the, lack of interaction or negative feedback, which is not only a matter of attitude, but also the indication of content, organization, or teaching method has not really attracted to convince the school.
Recognize the expression on not only help businesses warn about the effectiveness of training activities, but also the important basis to proceed with reform, adjust the program in a timely manner, saving cost and effort.
3. Causes of ineffective training come from?
In fact, many training programs are held with considerable costs, but does not create positive change in behavior or work performance of employees. To remedy this situation, businesses need to look at the causes core making training activities do not achieve efficacy.
3.1. Teen survey and correctly identify the training needs
One of the causes of ineffective training top is that the business has not made full step survey training needs and determine staffing needs. When implementing the program just based on gut feeling or follow the trend, the training content is very prone to deviation from the current, capacity, or work objectives of the study.
For example: A business organisation class “sales Skills enhancement” for the entire sales team, but of which there are up to 70% of the employees in my career, there hasn't yet mastered basic knowledge. The application of a program that do not match will cause wasted all the time, budget and effort, at the same time makes students feel overloaded or lost motivation.
Solution needed is to implement the actual survey training needs through questionnaires, interviews or performance reviews, words that build the program the right focus.
3.2. The content of training lack of practicality or not to update
No less programs still use the syllabus old, not tied to business characteristics current or the labor market is changing quickly, making content conveys not attractive enough difficult to apply in practical work.
For example, a business in the retail sector still teach communication skills based on the interactive model, traditional, while the environment modern sales requires the ability to advise across the channel number as livestream or chatbot.
Businesses should actively update the training content with the trend, at the same time integrated illustrative examples from the real life situations of his unit for learners to receive and application.
3.3. Form of organization is not consistent with school objects
Every hr team can approach knowledge different. However, many businesses still apply training form the tea as teaching theory through the slide or learning in the form of e-learning monotony, lack of interaction.
For technical staff, or operate, teaching theory, dry not bring effective practice sessions, simulation situations or training directly at the school. Similar subjects office staff can absorb better through typical situations and group discussion.
To increase efficiency, need to choose the form of organization, flexibility training in accordance with the characteristics of work as well as the platform acquisition of the individual.
3.4. Faculty of incapacity or lack of empathy with students
A good teacher not only knowledgeable professional knowledge, but also need the ability to convey vivid, it is the learner. When the lecturer too focused on theory or does not understand the work environment of students, the training process easy to fall into boredom and the lack of actual contact.
Faculty should have practical experience in a related field, have the ability to put yourself in the students, at the same time know how to use the situation closer to illustration. Businesses also need to evaluate the teaching skills of the training through feedback learners and effectively following the program.
3.5. Lack of a mechanism to follow-up evaluation after training
Finally, the program ends without any evaluation step beyond the point or the survey feel simple. This makes business could not tell whether the students can really change your thinking, behavior or capacity to work or not.
The do not mount the results of training with job performance is the major flaw reduces the sustainability of the program. No reviews, no data, can not be improved.
The solution is applied assessment tools, multi-layer: before – during – after training; at the same time, there are mechanisms to monitor the practical application such as action report, feedback from management directly or KPI work.
4. Solutions to improve efficiency, personnel training
After it has identified the causes of the training is not effective, businesses need to build a strategy to improve post office sync from stitch survey needs to evaluate the results. Here are three practical solutions can be applied immediately in any organization to improve the efficiency of investment for training.
4.1. Design training program with practical needs
Want to train effectively, first of all have to dig that need. Instead of holding the course according to the sense or based on the proposed one-way from the personnel office, enterprises need to start from step survey and needs analysis training system.
The survey should incorporate multi-dimensional: interview managers to understand job requirements; employee survey to capture expectations develop themselves; analyze performance data to determine the capacity missing. This is a approach to help businesses determine the right staffing needs need a refresher, from which establishment plan training center of gravity, avoid wasting resources.
For instance, if data shows sales team new rate pegs single lower group long years to 30%, the business can focus on training skills to handle rejection or capture customer behavior, instead of implementing a skills program general not practical.
4.2. Application of technology in training (E-learning)
In the context of resources, time and cost is always a barrier, the application system online training (e-Learning) is the effective solution to increase flexibility optimal budget.
E-learning allows students to access lectures anytime, anywhere, proactive about learning time without affecting daily work. At the same time, the business can easily track the progress, the level is complete lessons, as well as test their knowledge through the evaluation tool automatically.
One of the solutions to be more organized current selection is software e Learning due to Lac system development to help build training programs online, professional, easy to operate, suitable for both the small and medium business.
Businesses need a solution to help organize the training program anytime and anywhere, save cost but still ensure efficiency. Software training, e-Learning of English was developed with the goal to bring to a learning platform online modern suit all types of businesses are looking for methods for optimal operation, personnel training.
Salient features of e-Learning software lacviet:
- Management training program according to the diagram capacity, group titles, departments.
- Create online content from many formats: video, slides, PDF documents, SCORM.
- Organization inspection and assessment of learning outcomes multiple choice test online reports automatically.
- Track the progress of each employee, warning learn overdue management certificate.
- Integrated training, integration, internal training, soft skills... all on a single platform.
- Friendly interface, easy to use on both your computer and mobile phone.
- Support deploy flexible business suit many industry scale.
Register free experience e-Learning software lacviet today to help businesses enhance the quality of human resources, reduce the regulatory burden and increase performance training.
4.3. Construction rating system, and follow-up training
A training program can not be called effective if there is no tracking mechanism specific results. This is the weak point that many businesses encounter, “organization training done is... the end, no impact assessment of actual ability, or performance of work”.
To overcome, the need to establish indicators evaluating the effectiveness of training (KPI) clear right from the start, attached to the target job or productivity index. The KPI should be measured periodically, for example according to mark 1 month – 3 months – 6 months after training, participatory reviews from both direct management and staff.
In addition, enterprises can build the feedback form, diary apply knowledge on the job, or organization of the coaching after the training in order to maintain the motivation to ensure knowledge is deployed in practice.
Training of personnel is a long-term strategy, but if not implemented properly, right on target and close to the actual business, every effort can be wasted. The causes of ineffective training as popular as teen survey training needs, inappropriate content, methods of backwardness or lack of effective measurement not only makes the cost team up but also makes employees lose faith in the training program.
So, to avoid falling into the “trap training form”, enterprises need to build a training strategy based on real data, listen to staffing needs, using technology to support especially effective measurement continuously to adjust timely. Training is only really effective when it is associated with the development objectives of the organization bring practical value to both the learner and the business.
