Personnel training contributes to business success by developing each individual’s capabilities, improving performance, and bringing product and service quality to new heights. However, during the time of developing programs and implementing training, every business will certainly encounter difficult problems, or not achieve the expected results. What are these difficulties and how should they be handled? Let’s join Apexcorp training experts to find out the reasons why businesses deploy capacity building training for their teams ineffectively.
Inadequacies in the course content development phase
Human resource training needs to be built into a systematic roadmap that not all businesses can implement. Because veteran employees in the organization all have their own tasks. Finding time to meet and draft training content is not easy. This even affects work efficiency and the quality of course content.
Solutions
Search for experts in the field that needs training or contact units providing training courses and human resources training. When businesses cooperate with a professional training team, personnel are provided with in-depth professional knowledge and apply practical experience with scientific training methods. This solution requires a portion of the budget but can handle current difficulties, as well as ensure investment quality.
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The training program is not close to real work
The common mentality of most businesses is to build training programs. With a volume of content that is too large or not suitable for employee needs. This mistake makes participants feel overwhelmed, have poor comprehension, and not be able to apply much to their work. Furthermore, many training contents focus too much on theory. It shares experiences and how to apply them in practice. This difficulty is not just an organizational problem. It also creates barriers between employees and leaders.
Solutions
Before developing a training program, businesses should conduct a survey of employees and department heads to determine the skills that need training. This helps orient shared content to meet the criteria of practicality, relevance and high applicability. In addition, organizations need to break down lessons, select practical examples, and avoid cramming theories.
Did not receive active participation
Employees not actively participating in training courses is the most common difficulty for many reasons. It may stem from personal issues such as current workload. Or don’t have time to participate, especially if you have a family. The remaining reasons are because the training program is not appropriate. Boring, training methods do not cause excitement.
Solutions
Change the way of exchange and teaching to be lively and easy to relate to or apply the “80 – 20” formula. With 20% of the time being academic knowledge, the remaining 80% is time spent asking questions. Discuss and present in groups. This form of training not only improves learning ability. Applying knowledge, but also creating bonds between members.
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Dense training frequency
Traditional training activities often take a long time. And the efforts of both businesses and personnel involved. Therefore, many managers have arranged training programs. With dense frequency to shorten training time. The bad thing is that this viewpoint unintentionally puts pressure on employees and makes it difficult for them to remember and balance their work. Develop yourself and your daily life. This leads to the situation where businesses invest in human resource training plans but do not bring high efficiency.
Solutions
Design an appropriate training roadmap, focusing on operational skills in order of importance for sequential implementation, avoiding arranging training sessions with high frequency. At the same time, businesses should pay attention to employees’ opinions to distribute lessons appropriately and reduce pressure when participating in training courses.
See more: Business consulting and training
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