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ReasonsforlowtrainingROI
ReasonsforlowtrainingROI1515
CEO: “What happens when we do not invest in training and everyone stays?”"
CFO: “What happens when we invest in training our
staff and our staff leave?”"
Reasontotrain
Why do some corporate trainings
fail?"
Failure to appreciate. "
What happens before and after the training is as important as what happens in the training."
1
Failure to differentiate "
Effective & EfficientImpactful & RelevantTimely & Systematic "
2
Failure to engage trainer with "
High ConfidenceHigh Credibility "Ability to Connect"
3
Not the ultimate solution. "
Training will never solve job performance issues when factors like reward systems, job design and motivation are the real issues.""
4
Over expectation. "Management expectation that an employee sent on training will come back a completely changed, improved and efficient worker, who will impact output from day one."
5
Culture mismatch "Training imparted in skillset not in sync with the organisational culture or lack of opportunity to apply learning or the reward systems not suitable for the new skill"
6
Mind-set"
Lack of training mind-set. Lack of belief if I engage in learning, if I know more, it is to my benefit. I will be more marketable.""
7A
Fail to create training Mind-set"
Training as a KRA and KPITraining as a responsibilityTraining as a stepping stone"
7B
One size fits all. "All employees are trained in the same skills or style of leadership based on training available in the industry, instead of matching with the appropriate strategy, organizational culture or mandate."
"
8
Overload."Trying to get too much. Packing too many topics in a schedule. And expecting everyone to benefit equally."
9
Organisations are always balancing between Cost, Speed and Quality of training. Unfortunately all can not be maxed simultaneously."
Compromise"
SPEED COST
QualityExpensive Slow
Lowquality
10
Participants not accountable for results."
Participants are expected to just attend-learn-apply. There is no set process of measuring impact or learning."
11A
Teaching talking "Listening learning"Liked learnt "
11B
Non-threateningenvironment
HOWDOADULTSLEARN?
MoQvated
PracQcehelp
guidance
Linkexperiences
past,present,future
Needtolearn
Knowreasontolearn
Readiness
Trainingfailstoconsideradultlearningprocess
12
% R
ecal
led "
100%"
75%"
50%"
25%"
0%"1 day"
Direction of time"
Recall drops drastically with time"
Periodic review to enhance recall"
% R
ecal
led "
100%"
75%"
50%"
25%"
0%"
Review"24 hr"
o" 1 day" 1 Week" 1 Month" 6 Month"
Review"1 Week"
Review"1 month"
Review"6 month"
LONG TERM
MEMORY"
Lack of follow-up.."
Training needs frequency. It is a marathon- not a sprint."
13
Trainers do not focus on minimizing forgetting and improving remembering.""
14
Inability to isolate Impact."
Lacking data or evaluation processes to measure impact"
15
Answertheseques7onsWhydoweneedtotrain?Whoallneedtraining?Whatwillhappenposttraining?Whowilltrainthem?Howwillwereviewtrainingimpact?Who,whenandhowwillevaluatetraining?
The Solution"
BesttrainingprogrammesustainedYearroundBasedoncompetencygapsCustomisedfortheorganisa7on&individualsWithoutschedulingissuesLogis7cproblemsSpaceand7meconstraintsWhichallowsforrevisionExperimenta7onandExperienceCoursecorrec7onwithoutoverloadingWithregularinterac7onwithfaculty
Customised training after a quick competency gap analysis"
At the organisation premiseswith ample faculty interaction opportunity"
3 to 4 hour training with high frequency Every week or max every fortnight"
SpecificHighIntensity
FrequentTraining
SpecificHighIntensity
FrequentTraining
Trainer & Facilitator"Specialised Creative Ideation and Innovation workshops"Certified life & Mid-life-transition Coach"Founder- Intradia world- Brand & Marketing advisor"
[email protected]@S_kotnala@FIREurAMBITION
