The most overlooked step in developing training programs can be the needs assessment. I cannot tell you how often I have had to talk an executive out of just simply implementing some training because they saw a video on it or were at a seminar and given a teaser about a course or training that left them with that temporary “feel good” feeling and they came back to the workplace wanting to implement it without studying the gains, if any, and without an analysis of needs for that type of training. I called it training for the sake of training. Other times I have seen someone just decide to give training and state “it is mandatory for everyone” and then many employees were bored, felt it was a waste of money and wondered why they were in training that either did not apply to what they do or was too basic for their level. Thoughts or examples?

Such training is a waste of time and money because whatever was taught is not applicable in their field of work (Noe, 2006). Such training fall short of being interesting and useful. They also lack qualities which are mandatory to the training of enriching the employee with ideas that make them more productive for the company. It should also be essential to for long-term purposes and should also be up to date to ensure continuous learning to the employee regarding technology. The training should have a clear strategy which should articulate skills and competence that will make execution possible. Skills and competence should always be the key thing otherwise it will be just a waste of time to the trainee.

references

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2006). Human resource management. China People’s University Press.

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