Training & Development: 1.1. About The Topic
Training & Development: 1.1. About The Topic
Training & Development: 1.1. About The Topic
1. INTRODUCTION
Recommendation| Solution
A self-directed learning approach for employees can help with unstructured schedules. 24-7 online
access to a learning library can be given to employees so that they can view training content when
it’s convenient for them. Micro learning can also be applied which breaks information into videos
that are about seven to nine minutes long. Research shows that this is short enough to maintain
people’s attention during a busy day. Traditional ways include healthy learning culture, use
engaging training materials, and recognize or reward employees who meet training goals.
2.3.Changing Technology
We are in a time when the innovation is at its peak, and the new technologies, concepts, modality
are been introduced on a daily basis. This has been bothering the managers and the owners. As
they provide the training for certain technology or subject, by the time training ends, it's
implemented in the work space, the development or introduction of another technology has already
started. And time and again the Training cannot be given to the employee due to the cost factor.
Recommendation | Solution
A digital adoption program with structured process can be one of the best ways to ensure that
employees continue their organizational learning regardless of technological changes. New
software is easier to understand if proper guidelines are followed to lead users through business
processes and workflows modifications. Managers and owners can have a structured visibility into
how employees are using new or existing software which can pinpoint areas of confusion. Then
workflows can be adjusted or helpful content can guide users through work processes.
Recommendation | Solution
Individual employees have different motivations when it comes to learning at work, but there are
some general principles you can apply to your employee engagement efforts. One is to provide
training that is experiential and interactive. Unlike traditional methods of training, such as
classroom session, watching webinars, are consulting manuals, experiential training is engaging
and interesting. Also when employees have the chance to learn in the flow of work, they will be
able to retain new information better and actually do something active, instead of passive. They
will have the chance to see what the work looks like, ask questions as they arise, and feel the
satisfaction of having successfully done something new.
Recommendation | Solution
Organizational learning must be prioritized in a top-down manner and channeled into different
stages, with top management involved at each stage. Management must be well equipped to boost
employee confidence and morale. The Top-Management also need to see the performance report
of the employees and the managers should keep them updated about the new training opportunity
and the need for it.
2.6. Different Learning Habits
As we know that each & every individual is different in terms of Psychology, behavior, learning
habit, learning capacity. So it is very important to consider learner's preferences and habits before
designing a training campaign. We can see at least three generations, and each generation have
different relationship with technology. So, the training can be less effective if all the employees
are assumed to be equally tech-savvy or have the same knowledge levels and learning habits.
Therefore this act as a challenge of Training & Development for the organization.
Recommendation | Solution
Through personalized training we can address to difference in learning habits. Basically,
personalized training is allowing a person to learn based on objectives and approaches that are
most effective in addressing his/her needs driven by the sequence, timing and content the learner
himself sees fit.
Recommendation | Solution
To prevent employee resistance, Organization must explain their employees why the change is
essential. Organization can highlight the benefits and try to implement some great factors in there
to gain their trust. Also the manager can show them the need & requirement of the change, and a
fear of replacement should also be presented indirectly.
2.8.Non-Learning Culture
Non-learning culture prevents the employees from wanting to learn something new. In an
organization where learning is not encouraged or promoted, it is difficult for employees to make
the most of their trainings. Organizations can provide a learning environment but must be aware
of various problems that will arise and end up as barriers to organizational learning.
Recommendation | Solution
Identifying the pain points of employees and to address them as early as possible is essential in creating
a good-learning environment. Providing value and opportunities for learning in the workplace and
showcasing the benefits of learning and can motivate the employees.
2.9. Short-Term Focus
Short-Term focus is a challenge in Training & Development, because learning is a serious process
which is done from the point of Long term focus. Temporary solutions and short-term vision are
barriers to Organizational Training and development. Leaders usually tend to gravitate towards the
most obvious problem without considering all the future consequences. The organization needs to
look after the vision and the long-term implications before designing the T&D Program.
Recommendation | Solution
Organizational learning is an on-going process and so it adds up when focus is on the big picture
rather than short-term goals. Leaders must allocate time for deciding long-term vision and
providing employee learning opportunities all the time. Organizational learning might involve
complex content. Complexity can overwhelm the employees and act as a barrier to training in the
workplace. The long-term focus must consider all these complexities and provide an easy &
effective way of learning to your employees.
Recommendation | Solution
Difficulties in training due to different specifications can be resolved mainly by designing different
training for different specification groups which is difficult and costly to implement. Alternatively
training can be generalized which is appropriate for all specifications groups. Some of the
following points can be considered.
Recommendation | Solution
Employees need to spend time with their family or loved ones in such period of crisis and fear.
They need to support their family with routine task to avoid them from getting stressed. In the
same way, organizations need to think about their employees. They need to understand that
employees should not be stressed during such pandemic by getting them involved in office related
job during off hours. Organizations should organize trainings during office hours only to keep the
confidence and interest of employees.
3.2. Communication:
Training process requires effective communication between trainer and trainee. Results of training
depends on quality of communication between members. Offline trainings take place in a
contained environment (offices, training centers, etc.) which makes it bit easier when compared to
online trainings which are conducted through various video conferencing software. As this
pandemic has forced the organizations to adopt WFH mode due to its fatality, communication
issues have increased due to lack of familiarity with online mediums and technical issues like slow
internet, power cut, etc. which is very common in developing countries.
Recommendation | Solution
Organizations should follow micro learning approach for effective learning. Micro learning
approach means dividing or simplifying the learning process into small and easy to understand
segments with lots of graphics rather than words. Short videos, documents, learning apps, etc. can
be used for easy and effective learning during this pandemic. Long trainings through online
platforms might be hectic and unproductive in such situation. Employees can be provided with
short video on how to use certain software or tools for communicating or performing job, etc.
3.3. Dispersed Workforce:
A steady rise in remote work and a decentralized workforce has led to new challenges in training
and development. With a geographically dispersed workforce, training can be quite hard:
misunderstandings are common, and cultural differences may even lead to inconsistent training.
This pandemic has forced organizations to operate remotely, and dispersed workforce creates
difficulty in training. Most employees are in their hometown with their family and working from
home.
Recommendation | Solution
Organizations should provide easy to use, mobile accessible documents and software for learning.
All employees might not have laptops or PCs, but they all have mobile phones with them every
time. Mobile accessible trainings and materials will encourage them to go through materials
whenever they are free.
Recommendation | Solution
Offline trainings within city or in foreign countries are not possible currently due to increasing
cases of Covid 19. The only means of communication available now is electronic mediums. There
are ample of software which help people to connect each other. Skype, Zoom, etc. are some of the
most common apps used by organization for communication. School-X, 360Learning, etc. are
some of the employee training software which are being used worldwide currently.
3.6. IT Infrastructure:
At the time when world is going online, IT infrastructure plays very important role in connecting
this world. The country’s IT infrastructure, local ISPs, etc. must be good and dependable for
organizations to conduct their business flawlessly. Due to the pandemic, even the learning process
has started through online mediums and trainings are also conducted with the help of platforms
like Skype, Zoom, etc. The sudden rise in use of internet and online mediums have forced many
people to get internet connection and numbers of users have increased, surprisingly. Developing
countries like Nepal are facing issues due to weak infrastructure and slow development. Due to
lack of continuous stable connection and support from service providers, organizations are facing
blackouts as without internet it is not easy to communicate with employees.
Recommendation | Solution
Organization should use LMS for training and development of employees. These systems are
designed to deliver the learning experience with ease. LMS makes learning process simple,
training materials and documents are easy to access and can be used remotely.
Recommendation | Solution
To overcome this challenge, the company or the organization needs to plan and implement the
T&D Program considering the current situation. There are new modality and new methods of
training & development available, which can be looked into and modified as per the need. The
employer or the manager needs to analyze the situation and start looking for alternatives and do a
comparative analysis. From comparison, the manager will select the best suitable training method
or opportunity which can give the best result for the employees and the organization.
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