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Why Employee Training Fails

This presentation discusses why employee training fails in corporations. It identifies several key factors that contribute to failed training, including organizational factors like a lack of career development plans and defined performance measures, management factors like treating training as a cost rather than investment and not conducting needs analyses, managerial factors like managers not being trained themselves, staff factors like a lack of engagement, and trainer factors like immature trainers who don't evaluate training effectiveness. The presentation outlines these failure factors and emphasizes the importance of evaluating training at multiple levels, from reaction to learning to behavior change to overall business impact, in order to ensure training success.

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Soumya Pandey
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154 views

Why Employee Training Fails

This presentation discusses why employee training fails in corporations. It identifies several key factors that contribute to failed training, including organizational factors like a lack of career development plans and defined performance measures, management factors like treating training as a cost rather than investment and not conducting needs analyses, managerial factors like managers not being trained themselves, staff factors like a lack of engagement, and trainer factors like immature trainers who don't evaluate training effectiveness. The presentation outlines these failure factors and emphasizes the importance of evaluating training at multiple levels, from reaction to learning to behavior change to overall business impact, in order to ensure training success.

Uploaded by

Soumya Pandey
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Welcome to the Presentation on

“Why Employee Training Fails in


the Corporate World?”

Presentation by Dinesh V Divekar


Why do we Train our Employees?
Complaints by
Customers Skill/
Knowledge Gap
Feedback by Identification
Managers
Individual
Factors Performance Arrangement of
Appraisal relevant
Training
Career
Development
Performance
New Business Review/
Ventures Appraisal
Organisational
Factors Organisational
Issues
Employee Training

Employee
Training

Hard Skills Soft Skills General Training


Hard & Soft skill the difference
•Alike machines, human behaviour does not give same
output
• You can motivate employees but you cannot motivate
machines.
•Machines do not imagine, machines are not creative
but human beings are
• Machines do not work together, these are standalone.
• Machines do not have differences but humans do
have difference or even conflict also
How others see you…

People may salute at your Qualification…


People may put their hats off at your
knowledge/intelligence…
People may respect your position…
People may applaud your achievements..
But…
People will not contribute towards your
effectiveness if you do not…

UNDERSTAND THEM!
The Four Levels of Training Evaluation

Level 1 - Reaction

Level 2 - Learning
Four Levels
of Training
Level 3 – Behavior Effectiveness
Application

Level 4 – Business
Impact
The Four Levels of Evaluation

Evaluate trainees’ reactions to Level 1 -


the program. Did they like the Reaction
program? Did they think it
worthwhile?

Test the trainees to determine if Level 2 -


they learned the principles, Learning
skills, and facts they were to
learn.
The Four Levels of Evaluation

Ask whether the trainees’ behavior on the job Level 3 –


changed because of the training program. For Behavior
example, are employees in the store’s Application
complaint department more courteous toward
disgruntled customers than previously?

What final results were achieved in terms of Level 4 –


the training objectives previously set? Did the Business
number of customer complaints about Impact
employee drop? Did the reject rate improve?
Was turnover reduced, and so forth.
Why Employee Training Fails?

Training
Failure

Organisational Management Managerial Staff Trainer


Factors Factors Factors Factors Factors
Organisational Factors
• Training is not a solution to the problems
• Non-trainable staff
• No learning culture
• Staff too de-motivated
• Primary and secondary duties not defined
• Measures of Performance not defined
• Career Development Plan of employees not
made
• Very low employee headcount
• No Knowledge repositories
Management Factors
• No belief on training, training is treated as cost
• Inability to calculate losses caused because of non-
training
• No Employee Development or Career Development
Plan
• “Me too” approach or treated as one-ff event.
• Done with casual approach, or break in modules
• Training conducted to spend budgetary allocations
• Propensity towards use of particular tool of training
• Concept of ROI on training not told to the
employees
• Preference given to gender, industry or foreign
institute etc
Managerial Factors
• Managers treat training as job of HR Dept only
• Managers themselves not trained
• Managers do not use the same terminology that is
taught in the training
• Priority to day to day operations over training
• Inability to do Training Needs Analysis
• Outsourcing of training activity to Training Agency
• Training Managers/HR Managers are like non-
playing Captains
Staff Factors
• Insouciance of the staff
• Training on Sundays/ Holidays
• Training not taken as opportunity, no
awareness of self-development
• No follow up - Training Handbooks not at all
read after the training
Trainer Factors
• Training is a matter of research.
• Immaturity of the trainers, no knowledge of
Kirk Patrick Model.
• No pre-training or post-training evaluation is
conducted
• Management of feedback
• Propensity to use particular tool, game etc
Presentation by: -

Dinesh V Divekar
[email protected], 99001 55394

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