Nowadays organizations are in a constant state of flux. Changing business strategies and dynamics trigger a change in the service portfolio of the organizations as well. This continuous change in the services offered has kept organizations on their toes to ensure that they have the right set of skilled resources to cater the requirements of their clients which in turn is aligned to the business goals. Hence, to achieve their business objectives most organizations have come up with the concept of having a dedicated team within the organization – The L&D (Learning and Development) team.
The primary objective of this team is to ensure that the organization attains a certain level of competency to meet the technical, non-technical and project management skills. Adding to their woes, attrition makes things worse for the team, making the Learning and Development a continuous process. Also, most of the organizations are focused on hiring talented resources from the campus, to build a strong workforce and to have an edge over the competitors. But to ensure that these campus recruits are trained properly on the technologies is a tough task for the L&D teams.
Along with the above-mentioned challenges, this department in any organization faces many other challenges which are listed below:
- SME for Training: To identify the right training partner for delivering the training is one of the biggest challenges because a small error in this first step might dilute the effectiveness of organizing the training completely. Hence, the L&D teams should be mature enough as a department to identify and select the correct training partner for the organization. Also, the training partner should be able to deliver the training as per the requirement of the organizations, so that they don’t have to involve many vendors for the same purpose.
- Gap Analysis: To identify the current skill set of the resources and to understand the delta between the current and required skill set, right kind of training should be arranged for the resources.
- Designing the Coaching Method: Based on the gap analysis, the right method for training should be decided. IF the training has to be delivered across locations, organizations prefer to arrange online training rather than arranging classroom sessions. This helps the organizations to get the training delivered at a comparatively lower cost.
- Lack of Commitment from Trainees: Most employees consider training days as paid leaves arranged by the organization. This mindset of the employees needs to be corrected by conducting proper assessment and by displaying commitment from the senior management.
- Inconsistent Training: The training material should be standardized to ensure that the employees receive the same training for a specific job role. Any inconsistency the training material will have an impact on the services delivered by the organization.
- Flexible and Mobile Workforce: Organizations are catering to global customers in various time zones. Hence the employees work in various shifts to provide continuous service. To ensure that the complete team is trained on a specific skill, it has to be arranged more than once to ensure all employees are able to attend the training.
- Global Employees: Many organizations follow the delivery model of “Follow-the-Sun”. Hence, to ensure that all employees are trained in a consistent manner, the training needs to be arranged in a manner that most of the employees from different regions and time zones can participate and get benefitted.
- Strict Deadlines: The L&D teams are continuously trying to meet the deadlines of delivering the training, as these training will enable the organizations to cater a new service or improve the user experience of an existing service. Hence, people from senior management are also part of the L&D teams to ensure any roadblock in delivering the training in a timely manner can be dealt with properly.
- Budget Constraints: Although the training requirement is always increasing, the budget for getting the training delivered is generally fixed for a quarter or half-year or a year. To ensure that the right training is delivered to the team, by the right training partner, is a challenge that these L&D teams face daily.
- Evaluation of Training Program: Last but not least, evaluating the trainees to ensure that they have attained the needed skills after the training has been delivered. In case the evaluation process is not effective enough, the training itself becomes an overhead for the organizations as they don’t achieve the actual objectives of conducting the training, which will have a direct impact of their targets.
This is just one side of the training story. Like the L&D teams, the training partners also face a lot of challenges in delivering an effective training. Delivering effective and useful training is not only beneficial for the trainees, but it also helps the training partners to establish their credibility as corporate training partners.
With the evolution of new technologies, the competition in the field of training partners is also increasing as the days pass by. We are listing down a few challenges which are faced by the training partners, in delivering an effective training.
- Clarity on the Requirement: The biggest challenge that the trainers face in delivering the corporate training is to understand the exact requirement of the organization.
- Learning Effectiveness: As the trainee batch includes people with different level of experience, to ensure that everyone can understand the training topics is critical. The effectiveness of the training will be achieved only if the trainees attending the training will be able to implement the knowledge gained from the training in their workplace effectively hence adding value addition to what they are doing.
- Setting Up the Lab: For any technical training being delivered, the training will be more effective if the theoretical topics explained is followed up by the lab exercise. Hence, the technical trainers are expected to have the complete lab set up in the virtual environments so that the trainees can practice the learning during the training & can get all the queries clarified during the training.
- Different Generations in the Same Workplace: Like various experience level, different age groups also pose a challenge for the trainers. They need to ensure that the training is delivered in such a manner that it does not become a boring theory class for the young generation or a very much hands-on practical class for the experienced resources. It should have the right blend of theory in the form of group discussions & quiz and practical in the form of labs & group tasks.
- Cultural Differences of Workforce: As the workforce of the organizations are very diverse in nature, the trainers should be sensitive enough to address the cultural differences of this diverse workforce.
- Mobile Learning: As the workforce of the organizations are spread across the globe, classroom training are not feasible most of the time. Hence, to ensure that the teams are trained in a consistent manner, trainers are requested to enable mobile learning modules, which trainees can access from anywhere, on the go & get benefited.
- Inadequate Training Materials: Most of the time, even if the Subject Matter Expert is identified for delivering the training, the training is not effective due to lack of adequate training material. Hence, training partners are expected to complete the due diligence of gathering the exact requirements & prepare the training materials accordingly, to meet the requirements.
- Training Update: As technology is changing at a rapid pace, the trainers are finding it a very challenging task to keep up with the pace, as they need to update the Training materials. This being an iterative task, consumes a lot of efforts from the trainers to ensure that the pieces of training are effective & as per the latest standards.
- Budget Constraints: Many pieces of training become ineffective due to budgetary issues. The requirement might be for the advanced level training but the budget only allows for having the basic level training, hence diluting the effectiveness of the training exercise & not fulfilling the actual requirements.
- Feedbacks: To ensure that the training delivered are effective, it is a healthy practice to receive feedback from the trainees. This helps the training partners & the trainers to improve the quality of the trainings being delivered.