5 Mistakes all Companies Make With Corporate Learning and Development

Source: globalfocusmagazine.com

Organizations spend hundreds and thousands of dollars annually for training their employees. However, they are still unable to get the desired results. What is the reason behind it? Well, it depends. Sometimes, the learning program is not something that is really needed. Sometimes, the trainers are not good enough and sometimes the trainees were not interested. The reasons vary with the corporate sector and its requirements.

For example, your company offers different training programs and you enroll yourself into one of those. But after a few days, you get your dream job offer. So now, you are no longer interested in that training. The training is going on and the company is paying for your learning. However, you have left the spot. All the efforts will go to waste. Such things happen a lot and much more.

Therefore, the corporate sector needs someone who can make a proper analysis of the needs. After the analysis, they can suggest something worth having. Furthermore, you need trainers with practical and applicable knowledge. Theoretical information is available everywhere on the web. We are in need of something more practical with real-life applications. There are institutes for that. For example, Zoe Training.

They are an award-winning training institute with 35 years of service. This alone is enough for their introduction. If they have been in the market for that long, it clearly shows their potential. If not, you can go to zoetraining.com and learn more about them.

And here are some of the mistakes that companies make in their training programs.

1. Not asking the employees for their suggestions

Source: knowledgecity.com

Although asking your employees about their likings will be a lot of trouble. But not asking them at all will also be problematic. For example, you are cooking a meal for someone but you do not ask for their liking. You are avoiding that because you might have to gather the ingredients and make some effort. Or might be because you are good at making steak and everyone loves it.

But guess what, the guest is a vegetarian. All your efforts are useless.

Therefore, even if it is troubling and problematic, you should still ask the other person.

Just like that, you should ask the employees if they want to get a particular training or not. There is always competition in the corporate sector. So if your competitor is offering certain training to its employees, you should not just copy them. Instead, look for the content of the learning program. Ask your team whether the training is a necessity or not.

After that, ask your employees if they are aware of the program or not. Also, if they have enough knowledge or not. Asking your employees would be a good option for you too.

2. Not getting feedback

Another major mistake made by employers is not getting feedback. If you are an employer and are planning to introduce a learning and development program, take feedback too. This will let you know about the shortcomings if any. Furthermore, if the trainers were good enough or not. The training institutes are sometimes not good enough.

Therefore, if you are selecting a training institute for the first time, you should ask your employees for feedback. This will help you with the effectiveness of the program. So if you are not doing so, you are making a mistake.

3. A slow learning procedure

Source: trainingindustry.com

Making learning a slow procedure is not a good thing. But you must also know that you have employees and not students here. Therefore, they won’t have time for learning. They can learn in their free time but not every one of them. So if you are asking your employees to start a new program, make sure they have enough time.

One of the ways is to make segments of the whole program. Divide it into smaller sections so that it is evenly distributed over some period of time. You can divide the learning program into 15 or 30 minutes a day. Or once every two days. They can make enough time for that.

However, the problem starts when you divide the program into once a week section. This will be a failure because after a week they won’t even remember what they got last week. Such division won’t be of any help to you nor to your employees.

4. Making your employees learn at the wrong time

You can only learn when you are truly into something. Therefore, if your employees are not up to date, you need to make the market competitive. It will lead your company towards success. But if your employees are already working at the best capacity, they are in no need of any new training. You cannot feed a person who is already full.

Therefore, arrange learning and development programs when your employees are in need of them. Otherwise, you will only waste your resources and the time of your employees.

Furthermore, do not make plans for future learning. And by future learning, it means that you should not make plans that you will need this and this, therefore, you should make your employees learn something before time. You cannot make them learn something that is not needed in immediate future. Because we tend to lose memory or things we learn.

According to the reports, 60 percent of people said that they do not remember things that they learned in junior high school. So avoid doing such things.

5. Not ensuring real-world situations

Source: prothoughts.co.in

What you are learning must be related to real-world situations. If you are arranging a program that has nothing to do with our real-world problems, it will be useless. Being modern is not enough, the knowledge must be useful. Furthermore, if the knowledge has zero practical implications, why waste your time on it.

If you are an employer, you should ensure these factors. Pay attention to not doing any of these and make the best use of your money and your employee’s time.