Why do training fail sometimes ??

Why do training fail sometimes?
Who is responsible for an unsuccessful training ?

Is it the Trainer , Vendor, Training Dept, Training Process, ,Sales Managers,Participants…..

I have faced lotz of bad training in last 2-3 year...what we call the training got BOMB or there is fire in the training going on

From my point of view...The L& D dept and training managers experiences,is waht it leads to an unsuccessful training....The Pre- assessment of vendors,Pre- assessment of requirement and trainer is done in bad way.

Kindly, share your experience on the same

Warm Regards,
Manmeet Barve
Mob : 934166556
Key Account Manager,ELS Team,
IIHT Limited,Bangalore.

Dear Manmeet,

the same questions was earlier was raised by another member of this group as well. I had given him detailed reply that time. You can click the following link to know my views on the subject:

http://www.citehr.com/is-training-fu...y-vt79797.html

Recently I conducted a training programme in Mumbai for the branch managers of a company having branches in multiple cities. These Managers were given free accommodation in nearby hotel. Taking luxury of this "free" facility, most of the managers wined and dined well past midnight (preceding night). Next day I found them in sleepy mood right at 1000 hours. when inquired, they openly admitted that they were taking drinks till 1 O' clock!.

With this attitude no training can succeed. I remember following quotes:

"Lack of learning attitude has done more harm to this world than ignorance"

"Teachers open the door, but you must enter by yourself" - Chinese proverb

Thanks,


Dinesh V Divekar
Soft Skill & Behavioural Trainer, Bangalore
9900155394

Training failure is oftentimes a result of miscommunication and lack of cooperation between the trainor and the trainees, as simple as that.

Hello Manmeet:

>Why do training fail sometimes? <

When training fails sometimes it indicates that the hiring managers make bad hiring decisions sometimes.

>Who is responsible for an unsuccessful training ?<

If training fails sometimes, the problem isn't with the training it is with the trainees who fail.

>Is it the Trainer, Vendor, Training Dept, Training Process, Sales Managers, Participants…..<

It starts with the hiring manager if training fails only sometimes.

>...The L& D dept and training managers experiences,is waht it leads to an unsuccessful training....The Pre- assessment of vendors,Pre- assessment of requirement and trainer is done in bad way. <

If we believe that training should be successful no matter who is trained, we are making a mistake.

When we train employees who are not hired for their job related talent we should not be surprised that some of them are less than successful after training.

Bob Gately

Hello Manmeet. In any training program, there are a number of points of possible failure. To be brief, these include:

Needs assessment:
The initial problem was not one that training could fix.
The organization’s objectives and/or the training objectives were unclear or poorly stated.
Insufficient money was budgeted for the program.

Program design/development:
Insufficient opportunity for practice/discussion was built in.
Incorrect media were used (e.g., CDROM when classroom more effective).
Incorrect methods were used (e.g., lecture when role-play more effective).

Program delivery:
An incompetent/unqualified trainer was used.
The training was rushed.
Program materials (workbooks, guides, etc) were missing or of poor quality.

Training transfer:
Company incentives rewarded the old behaviors.
Participants’ supervisors did not believe in the program.
Participants did not know why they were attending the program.
No on-the-job assistance/coaching was provided to bed in the new skills.
Participants did not believe that the new skills are required for their job.

This is not meant to be a complete list. With some experts estimating that only some 10 or 20% of training results in actual workplace benefit, there is much more to the story than this. You can find out more in my book, From Training to Enhanced Workplace Performance

As for who is responsible for the training program’s success. Responsibility lies with all three major stakeholders: trainers, participants and their managers. We call this the training transfer partnership

Les Allan
Training Tools and Resources
http://www.businessperform.com

Hi Manmeet,

Trainings will fail till the time Company's take them seriously, I find many companies just organise training for the heck of it.

If the training fails the responsibility lies on the HR department and/or Learning & Development department.

Like the case mentioned by Mr. Dinesh here, if people were drinking late at night, who is responsible? The guys who were feeling sleepy after drinks?

Yes the participant are responsible, but it is the Company's Culture which is to be made responsible.

I take almost two big training programmes every month, I find the difference between various companies.

In one of the Residential Programmes, the M.D was also a participant.
At night when we all were having drinks, he stood up to leave at 10:30 pm and clearly mentioning that he doent want to be late or feel sleepy the next day.

So the problem with trainers and contents can also be there, but who selects the trainers, contents, TNA - Again the HR Department or Learning & Development Department.

Conclusion: hence, In my opinion and experience, the training fails due to:

HR department and/ or Learning/ Training department

and Company's culture.

Cheers!!

Archna K. Sharma
Trainer and Consultant

friend

whatever may be the reasons it is the whole team which involves to make a traning a success.


with regards
valbooj

__________________
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"Knowing others is intelligence; Knowing yourself is true wisdom. Mastering others is strength; Mastering yourself is true power."
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with regards
from
Praveen Kumar Valbooj

Dear

Training fails due to lack of TRAINNING NEED ANALYSIS, untill & unless training need analusis will not properly done so trainng will not be sucessful one.

what is TNA ?

TNA is to check whether is there any need to be train and which sort of trainnig employees need , its covers the whole training program like technician they arenot usally litrate so so required on the job training not class room training with expensive trainer with lot of written material


if u have more querry to ask me feel free to ask

regards

shahzad

PRACTICAL REASONS WHY TRAINING GOES FLOP:
[sum are real experiences of mine]


Employee: What TRAINING THE HR dept gives ,, its of no use, if it is inhouse training , my boss makes me stay overtime and complete the pending work, how the heck do I concentrate on the training. If it is outside training , then when I return back I have a pile load of work at my desk + during the training sessions my foolish boss irritates me by calling and asking foolish questions, queries. Then my company seniors and HR both dont have any sense that what sort of environment should I be in to receive proper training, the most horrible part is most trainings are conducted during holidays / weekends, what the bloody company thinks we employees are ROBOTS.

Employee: I am not interested in the topic of the training, still the HR is insisting and my dept head is forcing me ,, ,so i hav to attend it somehow, well would get some relief from the normal routine office work PHEW... The topics in which I wanted training were not at all agreed by the HR and my DEPT HEAD..




[during a training session the above was the real feedback of participants but it was verbal, in the written feedback form all wrote out of fear, VERY INFORMATIVE, GOOD PROGRAM, REALLY REFRESHING ETC>. my true experience]


Trainer: Mm MMMM well I am a renown trainer, having a wide expertise in my field, and I am asked to conduct this training in two days, now how the heck could the participants understand this important matter in just two days, I will need atleast a week to make them understand the matter... but the HR dept will think that a week is not required and may cancel the training, so why the heck should I worry I will take my money and teach them for 2 days , full matter, then whether they learn or not, it doesnt matter to me as long as I get my training fees...


HR Dept: I dont know what is this training and all, just conduct it , and get filled all feedback form from employees, take photographs, and videos we need it for future in the functions to display our hard work.


So many times due to the type of attitude displayed by the HR Dept, Trainer or EMployee either in isolation or in combination the training is bound to be a failure.

Thanks and Regards,

RSK ..

would like to add ..some more imp factors that i have learned in last few days : a

1.Soft Skills training : Main Reason :
a. Ego Problem between trainer and partcipants
b.No Relavant example shared
c. Trainer not having knowledge on the process area's of the partcipants.

2. Technical training :
a. IT related : Hardware Setup
b.Most of the techical trainer join technical training ..right from start..due to which they do not have project based experience.


3.Certification training : ( PMP,ITIL,MSCE..others )
a.The training is done very fast and according to coruse notes.

4.Outbound programs :
a. The home work done by the vendor company is not good enough.

5.Conference : ( Conference are not trainings )
a. The number of partcipants are more ..and the speakers are less
b.Goal setting is not proerly done.