Challanges Faced By Training Managers

WHAT IS TRAINING?

          TRAINING is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.

IMPORTANCE OF TRAINING:

• Optimum Utilization of Human Resources
• Development of Human Resources
• Development of skills of employees
• Productivity
• Team spirit
• Quality
• Healthy work environment
• Health and Safety
• Morale
• Profitability

WHO ARE THE TRAINING MANAGERS?

          Training and development managers and specialists conduct and supervise training and development programs for employees. Increasingly, management recognizes that training offers a way of developing skills, enhancing productivity and quality of work, and building loyalty to the firm. Training is widely accepted as a method of improving employee morale, but this is only one of the reasons for its growing importance.

CHALLENGES TO TRAINING MANAGERS:

       There are some challenges faced by the Training Managers. As it is taken from two side’s i.e.

Trainers Aspect:

          On the Trainers side there are some challenges such as,

     Experts: It means that whether the trainers are expert in their field for which they are giving training to the employees.

     Behavioral problem: Many it happens that there are some sort of problem in behavior of trainer such as ego problem i.e. they didn’t want to accept new things or didn’t want to listen anything from trainees etc.

     Method of training: Which method is effective for the trainees, which method is to be adopting so that best outcome received from it. Whether to select In-house Training or Outside Training.

     Management of money & time: The trainer should also have to decide that the cost incurred in conducting the training programme is to be within the money and time. i.e. proper time management and cost effective.

     Communication: Many times it happens that there is no proper communication between the trainer and trainee the reason must be such as language problem i.e. the language of trainer is not easily understood by the trainee.

     Technology/Tools, Methods: The trainer should be updated with the current and updated technology. What are the new methods are came in to existence is to be properly implemented in the organization.

     Requirement analysis: What the organization require from the employees. On that basis the training programme is scheduled.

     Selection of trainees: The selection of trainees is also one of the major issue, proper selection of employees for training is to be done whether they require the particular training or not.

     Arranging of all equipments related to training: Many times it happens that training is spoiled due to the non availability of certain equipments such as projectors, OHP etc.

      Proper checking: Trainer should check that whether the particular trainee is not attended any previous session.

     Feedback session: There should be the proper feedback session is conducted by the trainer to see that whether the trainees learn from the training session or not.

     Aim and objective of both parties should match or not.

     Trainer ensures to trainees that this session doesn’t help the employee in their promotion.

     Training manager properly manage the conflict between the HR department and other department.

Trainees Aspect:

           On the trainee’s side some of the challenges are:

    Making homogenous groups: Many trainings are done on the group basis so it is necessary that their should be homogenous groups are to be formed.

   Providing proper training schedule: Their should be the proper training schedule so that is to find out that the employees attending the session are not engaged with other work i.e. production etc.

   Proper implementation: First and foremost challenge is implementation of training module.

  Proper venue: Training venue arrangement is important because if the training venue is not good then it also affects, example if the trainee is not able to reach the destination where the training is given then it has no value.

    Proper training climate: The training climate should be congenial for the trainees so that they feel comfortable and properly learn from the session.

    Resistance by employee: When the training is given to the employees or others, many of them resist that because they are not ready for change.

    Age groups: As we see that the elder or experienced persons are not ready for the change because due to their ego problem and they are not ready to accept that thing.

    Support from the top management: The top management should support the trainee and trainer both.