Hi everyone,
I am student of HR and got the project on finding out hurdles that come across in organizing a training program.
can you help me out in finding the hurdles in organizing a training program please?

From India, Indore
Hope it helps...

HERE ARE SOME QUESTIONS.

QUESTIONS

*in your opinion , what is the process of effective training?

*how do you measure the effectiveness ?

*what is your expected results of an effective training?

*in your opinion, what are the organizational barriers to effective training?

*IN YOUR OPINION, WHAT ARE THE PERSONAL BARRIERS

TO EFFECTIVE TRAINING

-LACK OF CONFIDENCE

-JOB RELATED ANXIETY

-DEPRESSION OF SOME NATURE

-LACK OF INTEREST

-STRESS RELATED PROBLEMS

-LACK OF COMMITMENT

*in your opinion, what are the trainees' barriers to effective training

*in your opinion, what are the trainers' barriers to effective training

*in your opinion, what are the training method's barriers to effective training

*in your opinion, what are the training process's barriers to effective training

*in your opinion, what are the training methods' barriers to effective training

*in your opinion, what are the training location's barriers to effective training

*in your opinion, is the lack of effective communication before the training

session barriers to effective training

*in your opinion, is the lack of effective communication during the training

session barriers to effective training

*in your opinion, is the lack of effective communication after the training

session barriers to effective training

*in your opinion, is the lack of effective feedback during the training

session barriers to effective training

*in your opinion, is the lack of effective feedback after the training

session barriers to effective training

*in your opinion, is the lack of effective trainer's deivery during the training

session barriers to effective training

*in your opinion, is the lack of follow up after the training

session barriers to effective training

*in your opinion, is the lack of line management follow up after the training

session barriers to effective training

*in your opinion, is the lack of sufficient resources for the training

session barriers to effective training

*in your opinion, is the lack of descriptive language during the training

session barriers to effective training

*in your opinion, is the lack of motivational feedback during the training

session barriers to effective training

*in your opinion, is the lack of formative feedback during the training

session barriers to effective training

*in your opinion, is the lack of verbal skills of the trainees

barriers to effective training

*in your opinion, is the lack of active listening of the trainees'

barriers to effective training

*in your opinion, is the lack of corporate objectives/strategy

barriers to effective training

*in your opinion, is the lack of training objectives/strategy

barriers to effective training

*in your opinion, is the conflict of interest[ trainees and trainer]

barriers to effective training

*in your opinion, is the lack of management interest in training

barriers to effective training

*in your opinion, is the lack of management particpation/support

barriers to effective training

*in your opinion, is the lack of implementation of training plan

barriers to effective training

*in your opinion, do you identify all the essential components of

an effective training planning

*in your opinion, do you think your training planning includes

the impact of company vision , mission, objectives and strategies.

*in your opinion, do you evaluate the training with respect

-training materials

-trainees

-trainer

-impact on the job

-impact on the business

* in your opinion, do you evaluate the training

-just after the training program

-one month after the program

-six months after the program

*do you identify individual barriers to staff performance

*do you identify group barriers to staff performance

*have you developed situational strategies to reduce/eliminate

barriers to effective training

*do you conduct staff training needs survey

*do you track the post training results

*do you train the line management to follow up on training

to improve training effectiveness

*do you formulate and communicate performance standards and expectations

to trainees in behaviorals and measurable terms.

*Is there sufficient coaching on the job, to reinforce the training

*Is there sufficient mentoring on the job, to reinforce the training

**in your opinion, is the lack of compatibility between training needs

and training program design --barriers to effective training

**in your opinion, is the lack of consideration of the trainees' learning style,

their attitudes, needs and approaches to learning barriers to effective training

*in your opinion, is the lack of consideration of '' non-training'' issues

barriers to effective training

*in your opinion, is the lack of application of the principles of

adults training , barriers to effective training

courtesy

l.lingham.

Questions that could form the basis of a transfer of training survey are:

* Did instructional designers, trainers and line managers work together in partnership or was work on the program done in isolation with little collaboration?

* Were non-training solutions seriously considered or was a training request received and an off-the-shelf solution delivered?

* Were training outcomes stated in behavior and performance terms or were outcomes unstated or stated in fuzzy terms?

* Were training objectives tied to stated organizational objectives or were they left floating in the organizational ether?

* Were managers and supervisors actively involved before, during and after the program or was the program divorced from the employee's day to day work?

* Was post-training support provided back in the workplace, such as coaching and on-the-job aids, or were employees left to flounder with no opportunity to practice?

* Were new procedures and role expectations clearly communicated to employees or were they left wondering why they were nominated for the program?

* Were workplace performance expectations agreed with employees prior to the training, or was it back to "business as usual"?

* Was the training integrated with a well thought-out and implemented change or improvement program, or was the training a single point "silver bullet" solution?

* Did you measure the organizational impact of the program or rely solely on "happy sheets" for feedback?

Courtesy vicky..

attachments - courtesy Chr

__________________

From India, Calcutta

Attached Files
File Type: ppt Why%20Employee%20Training%20Fails.ppt (379.5 KB, 87 views)
File Type: ppt Special%20Issues%20in%20Training%20and%20Development%20-%20PPT%2010.ppt (5.54 MB, 57 views)
File Type: doc designing%20and%20conducting%20trainign%20program.doc (86.5 KB, 62 views)

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