#1: Teaching The Right People The Wrong Skills
Teaching ALL the skills to ALL
the employees in your company might seem like a decent way to cover your bases,
but it’s time-consuming and ineffective. By trying to devise a one, size fits
all training you will likely not fit anyone very well.
Example: If you have a sales
team, and half of the team is tasked with drumming up new accounts while, the
other is supposed to maintain existing accounts, it doesn’t make a ton of sense
to teach the entire team about cold calling techniques. This wastes time and money
for both employee and employer.
Similarly, teaching things
your employees already know will make them feel as if they are being talked
down to and as if you don’t know them or their jobs well enough to understand
what skills they already have.
It is also important to avoid
shallow needs analysis, meaning a simple survey of employees and managers to
find out what skills they require is not enough. Effective
training needs analysis will answer at least these
questions:
Who needs training?
What do they need to learn?
What skills are needed and for
what reason?
What skills are already in
place?
What is needed but is not
accessible?
What is missing from existing
training?
#2: Teaching
the Right Skills to the Wrong People
Why do the wrong people get
trained?
An overlap of skills/training
occurs when new employees come in with existing knowledge.
Company policy says each
employee requires a certain amount of training no matter if that employee is
already knowledgeable or not.
Sometimes it’s just a matter
of using up the budget so the same budget can be asked for again the following
year.
Knowing your
students is the best way to avoid redundancy in
training; so starting with what you do know is a reasonable strategy while
filling in blanks with a needs analysis. Without a training needs analysis, you
can expect to have other projects suffer due to employees’ attention being
taken up by the unnecessary training. Employees who are forced to relearn
information may become bored and stressed, letting their work suffer as
well.
#3: Teaching
the Right Skills the Wrong Way
While training is a great way
to address many problems and skill gaps within a company, it is not always the
answer. Often, training is thrown at an issue once it has already become
urgent. A kind of panic sets in as a problem becomes critical, and training is
the go-to answer.
Determine if training is
really the best option by asking yourself these questions:
What is the actual problem
this training is attempting to solve?
What are the causes of the
issue and are they actually being caused by internal or external forces?
In what ways will training
address these causes?
Was training already attempted
and, if so, what was the outcome?
If there was previous
training, why did it fail and what could have been done to make it better?
Are there things already in
place that we can utilize to rectify this issue?
Even if you do decide on
training, there are still questions that need to be answered to decide on what
type of training would be most effective.
Source by : Karla Gutierrez
Hereby, I would like to
announce that we have the course for Training Needs Analysis on January 2017. Need more information,Click here
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