Why Certain Corporate Training Programs Fail To Deliver
In 2020, organizations spent more than $82.5 billion on corporate training programs that were aimed at increasing employee productivity and bridging organizational skill gaps. Executives assigned huge budgets towards learning & development programs with a deeply embedded belief that it will help enrich learning, increase productivity and strengthen employee satisfaction. However, less than 35% of the stakeholders were impressed with the final result, which made them doubt the outflow of money that had immeasurable ROI. Corporate training programs can bring unsatisfactory results for several reasons. But here are the three most noted reasons:
Non-alignment of corporate training programs and business outcome
Many organizations do not spend enough time in assessing how a training program could bring them one step closer to realizing their long-term business goals and outcomes. Oftentimes, training programs do not align with what the business leaders want to achieve from their teams in order to fulfill their growth objectives and vision. Business leaders along with subject matter experts need to identify and learn the skill sets that are missing within their current teams and then lay out a well-defined development plan that should ultimately match with the training strategy.
Outdated training programs for modern workforce
A huge portion of the new workforce in need of corporate training is either millennials or GenZ. They do not find the traditional training methods appealing, or even stimulating. To add to the ‘theory-fatigue’, there’s often a major lack of real-world application. Also, in today’s busy workplace, traditional training modules expect employees to give up way too much of their time. These modules can hardly be proportioned or be platform agnostic. The need of the hour is a fully customizable appropriate training approach model, a unique training experience for your company with satisfactory outcomes.
Inconsistency in training
As many training managers will let this be known, that training and simulation alone cannot fulfill the task of reskilling and upskilling. You need a feedback system to judge learning levels. Without follow-ups by managers and supervisors, even the sincerest, hardworking employees start to lose the skills they gained during training. Remember, the thumb rule in play is that it’s not about the subject of the training itself, but how it will develop and improve the productivity of different teams and employees.
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