08. Training and Development Challenges

   by Yasodha Pathirana

Effective employee training is essential for any organization. It reduces employee turnover while driving productivity, boosts the creation of a healthy working culture and helps employees feel strong and confident to give their best self and reach their fullest potential. However, companies still find their training to be ineffective in achieving their goals (Koumparaki, 2023). This is usually because of a few common Training and Development challenges. In this blog article we will discuss about the top learning and development challenges and how to solve them.

 

Determining Training Needs

When implementing a training program, organizations need to determine the specific skills and knowledge that employees need to perform their jobs to the best of their ability. The training program needs to address both the learner’s needs and the organization’s needs as a whole. If the needs of the individual and the organization are not assessed, this can lead to wasted resources and ineffective training. To overcome this challenge, organizations need to gain a clear understanding of what competencies are required for each role and align these to their employee’s skill gaps (Quigley, 2023).

Lack of Employee Engagement

The importance of employee engagement in defining the success of any organization is huge. Disengaged employees are less likely to put their hundred percent into their job roles, thus creating an atmosphere of negativity among colleagues as well. This makes it necessary to empower employees with all the right tools and training to keep them motivated. One of the best ways to build employee engagement during training is by enabling them to become self-sufficient without them having to seek help constantly (Harve , 2023).

Managing Resistance to Change

Another common challenge faced in the implementation of employee training programs is managing the resistance to change from employees. Resistance happens due to a number of reasons such as, employees are weary of the unknown, they are uncertain about the benefits, they have a lack of understanding about the changes being made, or they are worried about the impact on their day-to-day responsibilities. To reduce and eliminate resistance, organizations need to be open in their communications. They must be proactive in communicating how their employees will benefit, how they will make accommodations for training, and address any concerns their employees have. Organizations also need to be actively listening to their employees while training is ongoing and be prepared and willing to make adjustments to programs to ensure ongoing success (Quigley, 2023). 

Poor Feedback

Giving good feedback is important for employees and their managers. However, when employees and training managers don’t receive the feedback they need to improve, performance suffers. Workers who don’t receive adequate feedback during training may feel demotivated or confused. Companies that don’t get quality feedback may continue providing ineffective training methods. To overcome this challenge, it would be better to open a two-way communication channel with learners and encourage them to speak up when they have questions or concerns. Good communication is fundamental to high performance and productivity (Newton, 2023).

Digital Transformation

 

Digital transformation, a steady rise in the adoption of various coming-of-age technologies (AI, ML, etc.,) and a decentralized workforce have given rise to several new challenges of training employees. A geographically dispersed workforce further makes it difficult to conduct training seamlessly due to cultural differences and ongoing misunderstandings. To overcome this challenge, make sure to clarify the goals of the training from the beginning. Everyone must be on the same page in terms of what is expected of them during training, and how their learnings are going to benefit them in their jobs. Apart from this, organization can use various social tools such as webinars, online forums and video conferences to better manage and unify your dispersed team (Harve , 2023).

Conclusion

Creating an effective training program is hard work. And the challenges faced by organizations looking to implement corporate training for employee development programs are many and varied. From determining the training needs and identifying the best training method, to maintaining employee engagement and measuring the success of training. Organizations need to be prepared to overcome these challenges to ensure their training is effective and sustainable. To do this, organizations need to approach these challenges with a clear and carefully planned strategy and a commitment to fostering a culture of learning and maintaining open communication. This will ensure their employee development program delivers the desired results and contributes to the long-term success of the organization (Quigley, 2023).

Source: YouTube

References

Harve , A., 2023. What are the Challenges in Learning and Development?. [Online]
Available at: https://www.hurix.com/employee-challenges-learning-development/
[Accessed 17th December 2023].

Koumparaki, E., 2023. 8 training challenges in the workplace and how to rise above them. [Online]
Available at: https://www.talentlms.com/blog/training-challenges-solutions-workplace/
[Accessed 17th December 2023].

Newton, E., 2023. How To Overcome Common Training Challenges For Improved Performance. [Online]
Available at: https://trainingindustry.com/articles/performance-management/how-to-overcome-common-training-challenges-for-improved-performance/
[Accessed 18th December 2023].

Quigley, J., 2023. The Top 10 Learning and Development Challenges and How to Solve Them. [Online]
Available at: https://www.accredible.com/blog/the-top-ten-learning-and-development-challenges-and-how-to-solve-them
[Accessed 17th December 2023].

 

07. Negative Effects of Lack of Training and Development in an Organization

  by Yasodha Pathirana

We are living in a global village. The world is becoming smaller and our business is becoming larger as the result of globalization. In this regard the companies must be competitive to face the challenges of the globalization. Current organizations are facing extensive competition, continuously changing technological and business environment. Globalization and ever-changing customer needs have added up more challenges on business organizations. In order to meet these challenges, the industries are seeking to reach its targeted profit level by ensuring proper Training and Development of employees. Employees are most precious asset for any organization as they can build up or destroy reputation of company and they can affect profitability (Karim, et al., 2019). Therefore, employee training is extremely important for organizational development and untrained employees will be a big threat to organizational development and progress. Lack of training can have several negative consequences. Here are a few potential impacts.

 

Poor and Worsening Performance 

Employees who don't receive adequate training may have difficulty meeting performance standards. While some of workers may be self-motivated and take it upon themselves to learn how to do their jobs better, others may not have this kind of initiative. As a result, they may end up learning by trial and error or by imitating co-workers of varying levels of competency. Mediocre performance not only takes its toll on employee morale but negatively impacts entire business (Al-Aghbari, 2019).

Unsafe Work Environments

Organizations have a legal obligation to ensure provide employees with the necessary information, instruction, training and supervision needed to ensure, so far as reasonably practicable, the health and safety of employees at work. By ignoring this responsibility, organization could face legal repercussions, an increase in workplace accidents, decreased staff morale and an increase in staff absence (Hendy , 2023).

Diminished Industry Standing

If employees are continually learning through seminars, classes and participation in industry events, they are able to keep the organization on the cutting edge of industry trends. Failure to invest in training can result in a cloistered business that has little industry relevance. If organization want to stay competitive, it is necessary employees are learning from and alongside their industry colleagues (Al-Aghbari, 2019).

Unhappy and Unsatisfied Employees

Inadequately trained employees are likely to experience poor job performance and increased levels of work-related stress. If employees are feeling unhappy and undervalued, the chances of them searching elsewhere for progression and development opportunities will increase. If organization want to retain good employees, it is important to invest in their happiness by prioritizing their development (Hendy , 2023).

Lower Employee Engagement and Retention

Training programs demonstrate a manager’s investment in their employee’s growth and development. Employees receiving training feel valued and motivated, leading to higher engagement and job satisfaction. Conversely, a lack of training can lead to feelings of reduced motivation and increased turnover (Sharma, 2023).

 

According to the research done by Elnaga and Imran in 2013 the researchers found that managers does not recognize about the importance of training and its effect on employee performance or they believe that training increases the company cost. But in their research, they highlighted that effective training is considered to be a key factor for improved performance; as it can enhance the level of employee and firm competency. It supports to fill the gap between what performance if required and what performance is happening, i.e. gap between desired performance and actual employee performance (Elnaga & Imran, 2013).

 

Conclusion

The lack of training in the workplace is a critical issue that managers must address to unlock their full potential. Managers must prioritize training and create a culture that embraces continuous learning. Investing in training is an investment in the future of the team. It enhances individual performance and contributes to long-term growth, innovation and adaptability. By unleashing employees’ potential through training, managers create a competitive advantage, attract and retain top talent and position themselves as industry leaders (Sharma, 2023).

 

References

Al-Aghbari, S. G., 2019. Small Business and Lack of Training. 1 ed. s.l.:Lebanese International University Yemen/Sana’a.

Elnaga, A. & Imran, A., 2013. The Effect of Training on Employee Performance. European Journal of Business and Management, Volume 5 (4), pp. 137-147.

Hendy , N., 2023. The Consequences of a Lack of Training in the Workplace. [Online]
Available at: https://www.highspeedtraining.co.uk/hub/lack-of-training-in-the-workplace/
[Accessed 15 December 2023].

Karim, M. M., Choudhury, M. M. & Latif, W. B., 2019. The Impact of Training and Development on Employees’ Performance: An Analysis of Quantitative Data. Noble International Journal of Business and Management Research, Volume 3 (2), pp. 25-33.

Sharma, S., 2023. The impact of lack of training: 6 Strategies to empower your workforce. [Online]
Available at: https://www.risely.me/impact-of-lack-of-training/
[Accessed 15 December 2023].

 

 

 

 

 

 

 

 

06. Current Trends in Training and Development

   by Yasodha Pathirana

Training and Development are a crucial aspect of any organization, as it helps employees improve their skills and knowledge, adapt to new technologies and processes, and become more productive and effective in their roles. In today's fast-paced and increasingly globalized world, Training and Development programs need to be flexible, relevant and responsive to the changing needs of the workforce and the business (Zetlitz & Heivoll, 2023). In today’s competitive business world there are several core trends that are shaping the global landscape of Training and Development.

 

AI Training

As the market for artificial intelligence solutions continues to grow, every industry is becoming more AI and data driven. Incorporating AI in learning or Training and Development would mean more automation and personalization. In a way, AI mirrors human intelligence and behavior, creating a personalized experience for the user. With the help of algorithms, AI-based learning platforms can perform data analysis, measure the ROI, share recommendations based on the users’ previous interaction with the tool. An AI-based learning tool can also share tailored training plans and resources for individual employees. So, investing in an AI-powered learning platform will enhance the learning experience of employees (Neendoor , 2023).

 

Personalized Training

Not all employees will have come from the same backgrounds or learning environments as others. They also likely have different ways of learning and respond to different types of incentives. Long gone are the days of a one-size-fits all approach to training. Instead, the best organizations employ personalized training programs that can be tailored to each employee's specific learning needs and skills gap. While this approach is certainly more complex, it will likely yield better results for both employer and employees.

 

Microlearning

In today's fast paced and attention deficit world, it can be difficult for learners to focus on long, traditional training sessions. As a result, there has been a trend toward microlearning and bite-sized content, which allows learners to absorb information in smaller, more manageable chunks (Zetlitz & Heivoll, 2023). Smaller learning sessions offer the right amount of information necessary for learners to achieve a specific training objective, making microlearning valuable in business contexts. Research has shown that microlearning can improve knowledge retention by as much as 80% while improving learners’ engagement by 50% (Olmstead, 2021).

Microlearning is a way for Training and Development teams to get creative with their learning content and can take the form of in-app tooltips or walkthroughs, short videos, daily tasks, and more. This type of content is also easier to repurpose and refresh and Training and Development teams can incentivize the completion of microlearning content by gamifying employee education and training tasks (Olmstead, 2021).

Gamification

Gamification, simply put, is the application of certain gaming techniques into the employee training program. It is widely known that recognition and rewards motivate employees to perform better at their workplace. Gaming usually involves competitive behavior, where players try to aim for the highest score. Therefore, enterprises want to create a competitive environment at work to boost employees’ productivity (Neendoor , 2023).

Gamification method mainly focuses on the design part to accomplish learner objectives in lesser time. Game based learning may be particularly useful for skill building as it can provide necessary practice opportunities and feedback at the same time that it is fun, engaging, and motivating to learners (Bezhovski & Poorani, 2016).

 

Mobile Learning

Mobile learning refers to the process of online learning via personal mobile devices such as smartphones, tablets or laptops. This training method empowers learning on the go, enabling users to access content whenever and wherever they want. Mobile learning content comes in a variety of forms, such as podcasts, videos, quizzes or eLearning courses that help increase engagement and boost learning retention (Olmstead, 2021).

 

Experiential Learning

Experiential training is nothing but learning by doing. Employees are presented with real world situations that actually apply to their job. Simulations training and role play are prime examples of experiential learning, where employees have to work upon hypothetical yet real-world scenarios and come up with a logical solution to mitigate problems. This type of training allows for critical analysis and quick thinking. Learning from mistakes as well as successful attempts helps in improving the learners’ skills and abilities. Therefore, experiential learning is a trend that many organizations will be leveraging to bridge the gap between theory and practice (Neendoor , 2023).

 

Conclusion

With the advent of new technologies and a changing workforce, businesses need to pay attention to the latest trends in Training and Development so that their employees can stay up to date. There are many Training and Development Trends and organization can prioritize which among these trends will be more beneficial for the organization and implement them accordingly. Moreover, developing an effective employee training program will have a positive and long-term impact on employee productivity and will help to meet business goals.

References

Anon., 2023. Innovation Training. [Online]
Available at: https://www.innovationtraining.org/trends-in-training-development/
[Accessed 12 December 2023].

Bezhovski, Z. & Poorani, S., 2016. The Evolution of E-Learning and New Trends. Information and Knowledge Management, Volume 6 (3), pp. 50-57.

Neendoor , S., 2023. Kitaboo. [Online]
Available at: https://kitaboo.com/top-trends-corporate-training-and-development/
[Accessed 12 December 2023].

Olmstead, L., 2021. Whatfix Blog. [Online]
Available at: https://whatfix.com/blog/learning-development-trends/
[Accessed 13 December 2023].

Zetlitz, M. & Heivoll, A., 2023. eLearning Industry. [Online]
Available at: https://elearningindustry.com/key-corporate-learning-trends-in-2023
[Accessed 12 December 2023].

 

05. Green Training and Development

  by Yasodha Pathirana

Green Human Resources Management

Creating a sustainable workplace has been one of the key issues around the world. Given the present situation the organizations have to find out ways and techniques to deal with reduction in ecological footprints besides dealing with the economic issues. In order to attain success within the corporate community and to facilitate attainment of profit by the shareholders, organizations nowadays have to concentrate on social and environmental factors along with economical and financial factors (Ahmad, 2015). Therefore, in twenty-first century most of the organizations practice green human resource management practices in the global context.

Green HRM is referred to “all the activities involved in development, implementation and on-going maintenance of a system that aims at making employees of an organization green. It is the side of HRM that is concerned with transforming normal employees into green employees so as to achieve environmental goals of the organization and finally to make a significant contribution to environmental sustainability. It refers to the policies, practices and systems that make employees of the organization green for the benefit of the individual, society, natural environment, and the business” (Opatha, et al., 2015).

To improve sustainability and prevent deterioration, an organization must invest resources in the comprehensive development of its employees' behavioral attitudes, traits, knowledge, and skills toward effective environmental management. This is meant by developing green abilities, which falls under the general heading of green training and development (Genty, et al., 2022).

 

What is Green Training and Development?

Green training and development are an integrated system that inspires employees to learn and apply environmental protection skills and to be more aware of environmental issues that are key in accomplishing environmental objectives (Hunt, et al., 2019). Green training and development techniques minimize waste, ensure the efficient and effective use of resources, save energy, and stop environmental degradation. Therefore, eco-friendly training and development methods should include seminars and workshops that will allow staff members to successfully learn the information and skills needed to manage the environment; so that they may demonstrate pro environmental behaviors while also becoming eco-friendly (Genty, et al., 2022).

Green Training is a process that trains employees to have knowledge about work methods that save energy and provide opportunities for employees to be involved in solving environmental problems. The factors that influence green training are as follows (Nawangsari & Sinaga, 2019);

1. Informing about environmental management training.

2. Analyzing the training needs to find out the type of training that is environmentally friendly.

3. Providing training to employees about how work space is environmentally friendly.

4. Provide training to all employees on environmental management, safety, energy efficiency and recycling.

For employee development, Green Training offers an opportunity for employees to develop advanced experience and eco-practices further to enhance their experience and update their knowledge, thereby contributing to the development of their career paths (Han, et al., 2023).

 

Benefits of Green Training and Development

The application of environmentally friendly concepts in organizations likely provided benefits or positive impacts on companies. Green HRM had a positive impact on employee, organizational, and environmental performance. Specifically, the application of Green HRM improved environmental management systems such as efficient use of resources and reduced waste and pollution from the workplace (Suharti & Sugiarto, 2020).

Green Training and Development stands out as one of the most important Green HRM practices needed to the success of green management at firms. Green Training is also considered as one of the most key tools for developing Human Resources. Green Training is very effective in supporting the environmental management system performance. Further, Green Training is a key aspect for successful implementation of the environmental management system and building of green organizational culture (Rawashdeha, 2018).

Moreover, Green Training and Development train the employees in working method that minimize waste, proper utilization of resources, conservation of energy and avoid the degradation of the environment. Through this training session, it develops the eco-friendly managers so that employees under supervision can contact them without any hesitation (Kaur & Atwal, 2020).

 

Conclusion

Green Training and Development has been identified as key to addressing independent barriers to environmental protection and promoting their acceptance in the workplace. This produces positive results for both organizations and employee (Begum & Kavitha, 2023).  To instill in the workforce the value of being resourceful and ecologically conscious, as well as to promote environmental advancement, management should frequently make Green Training and Development procedures a regular occurrence (Genty, et al., 2022).

References

Ahmad, S., 2015. Green Human Resource Management: Policies and practices. Cogent Business & Management, 2(1), pp. 1-13.

Begum, V. V. & Kavitha, M., 2023. Green Training and Development and it’s Impact on Employee Performance. International Journal of Economic Perspectives, Volume 17 (1), pp. 1-6.

Genty, K. I., Fapohunda, T. M. & Olanipekun, L. O., 2022. Green Training And Development Practices On Environmental Sustainability: Evidence From Wamco plc. Journal of Interdisciplinary Socio-Economic and Community Study, Volume 2 (1), pp. 11-26.

Han, J. W., Kok, S. K. & McClelland, R., 2023. The impact of green training on employee turnover intention and customer satisfaction: An integrated perspective. Corporate Social Responsibility and Environmental Management, 30(6).

Hunt, A. et al., 2019. Exploring challenges and solutions in applying green human resource management practices for the sustainable workplace in the ready-made garment industry in Bangladesh. Business Strategy & Development , Volume 2 (4), pp. 1-12.

Kaur, D. & Atwal, H., 2020. Green HRM: Practices and Challenges. International Journal of Multidisciplinary Educational Research, 10(2(1)), pp. 127-131.

Nawangsari, L. C. & Sinaga, S. A., 2019. The Effect of Green Recruitment, Green Training on Employee Performance in PT TRU Using Organization Citizenship for Environment as Mediation Variable. Dinasti International Journal of Management Science , 1(2), pp. 204-216.

Opatha, H., Arulrajah, A. & Nawaratne, N., 2015. Green Human Resource Management Practices: A Review. Sri Lankan Journal of Human Resource Management , Volume 5 (1), pp. 1-16.

Rawashdeha, A. M., 2018. The impact of green human resource management on organizational environmental performance in Jordanian health service organizations. Management Science Letters, pp. 1049-1058.

Suharti, L. & Sugiarto, A., 2020. A qualitative study of Green HRM practices and their benefits in the organization: An Indonesian company experience. Business: Theory and Practice, 21(1), pp. 200-211.

 

04. Training and Development Process

 by Yasodha Pathirana

Training should be conducted in a systematic order so as to derive expected benefits from it (Kulkarni, 2013). It is provided by people who know how to train and the impact of training is carefully evaluated (Armstrong, 2006). Most of the organization adopts a Training and Development process to improve skills, gain knowledge, clarify concepts and change professional attitudes. Organizations can do this with the help of structured education to enhance employee productivity and performance. The Training Process involves four stages.

Figure 01 - Systematic Training Model (Armstrong, 2006).

    Identify Training Needs 

The first step in developing a training program is identifying and assessing Training needs. It helps to determine which teams or employees need training, what training they need, and the best ways to deliver it. Training needs assessment is the process of gathering data to train employees in order to meet organizational needs. Training needs analysis is required when there are changes in the system or in the work, when new technology is introduced, when new government’s standards are introduced, when there is decline in the quality of work or performance, when there is lack of skills and knowledge and when there is lack of motivation (Mensah & Darkwa, 2016).

    Plan and design Training Programs 

Training design deals with defining, identifying the objectives and scope, methods and media to be adopted to deliver the training program. The objective of the training program is derived from the training needs analysis which involves what to be done and be achieved. These should be aligned with the mission and vision of the organization. The design of the training and development should be done with views and full participation of management, supervisors and employees (Mensah & Darkwa, 2016).

    Implement Training Program 

Training and Development implementation is concerned with starting the Training and Development program. It is the undertaking of the actual training program. The organization will make sure that the trainers and trainees have reported and are ready to deliver and learn respectively. The program should also start on time as agreed upon. Resources such as money, vehicles, teaching aids and learning materials are provided and are available to be used. The facilities such as classrooms, furniture, lightening systems, the physical and the general environment should also be conducive to learning (Mensah & Darkwa, 2016). Under this step the prepared plans and programs are implemented to get the desired output and employees are trained to develop for better performance of organizational activities (Yashodha , 2014).

    Evaluation of Training 

Evaluation is defined as the process of determining the value and effectiveness of a learning program. Evaluation of the training program is necessary to determine whether the training accomplished its objectives (Muhoho, 2018). Evaluation improves training programs by providing feedback to the trainers, participants, and managers, and it assesses employee skill levels. Evaluations can be used to measure changes in knowledge, in levels of skills, in attitudes and behavior, and in levels of effectiveness at both the individual and the agency level (Pynes, 2004 ). 

Evaluation of learning can be done through assessment and validation tools to provide the data for the evaluation. Assessment is the measurement of the practical results of the training in the work environment; while validation determines if the objectives of the training goal were met. Training must be evaluated in terms of how much the participants learned; how well they use their new skills on the job (did their behavior change?) and whether the training program achieved its desired results (reduced turnover, increased customer services etc.) (Muhoho, 2018).

Conclusion

Training and development programs play a vital role in every organization. Training programs provide employees with the skills and knowledge needed to perform their roles effectively, resulting in increased productivity and improved job performance. Training programs foster employee engagement and satisfaction, leading to higher retention rates and a positive work environment.  

Moreover, training programs enable organizations to adapt to technological advancements and industry changes, ensuring their workforce remains competent and competitive. Ultimately, a well-executed training program not only enhances individual performance but also contributes to the overall success and growth of the organization (Explorance, 2023).  

References

Armstrong, M., 2006. A Handbook of Human Resource Management Practice. 10 ed. London: Kogan Page.

Explorance, 2023. Explorance Inc.. [Online]
Available at: https://explorance.com/blog/5-steps-to-creating-effective-training-programs/
[Accessed 2 December 2023].

Indeed, 2023. Indeed. [Online]
Available at: https://in.indeed.com/career-advice/career-development/training-and-development-process
[Accessed 27 November 2023].

Kulkarni, P. P., 2013. A Literature Review on Training & Development and Quality of Work Life. ResearchersWorld - Journal of Arts, Science & Commerce , IV(2), pp. 136-143.

Mensah, A. A. & Darkwa, P., 2016. Training and Development Process and Employees’ Performance in the “Chop Bar” Industry. Journal of Research and Development, Volume 3 (1), pp. 34-57.

Muhoho, J. E., 2018. The Impact Of Training And Development On The Performance Of Administrative Staff In The Public Sector Organizations: The Case of the Second Vice President’s Office – Zanzibar. International Journal of Life Sciences Research, 6(3), pp. 174-191.

Pynes, J. E., 2004 . Human Resources Management for Public and Nonprofit Organizations. 2nd Edition ed. San Francisco: Jossey-Bass.

Team, I. E., 2023. Indeed. [Online]
Available at: https://in.indeed.com/career-advice/career-development/training-and-development-process
[Accessed 27 November 2023].

Yashodha , B., 2014. Employee Training and Development: A Conceptual Framework. Journal of Emerging Technologies and Innovative Research, 10(3), pp. 77-82.