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Let's look at some reasons training programs fail. Poorly defined goals and objectives, Performance measures don't exist or match objectives, Reward and recognition systems aren't used or lack appropriate significance, Management support is weak or non-existent, Resources not available, Workers don't understand the purpose of the training, Training delivery fails to achieve goals, and Training delivery doesn't match workers current skill level. Training is used to increase skills, adjust attitudes, and modify behavior. Managers, supervisors and workers must work together to make sure goals are defined, skilled trainers are provided, resources are made available, milestones are defined, and appropriate recognitions are used. Training is cyclic by nature as businesses evolve and workers join or leave work teams. Hence a program needs to flex to meet variables of the business and its employees. Any type of training program must address three factors: Where are we now? Where do we want to be? How do we get from here to there? Preventive measures are used to manage failure points and down time. It is more preferable to use proactive measures, which are familiar to anyone who has driven a car. The car must have certain things in place before it can be operated safely and efficiently, such fuel, wheels, brakes and engine. Once the car is in motion, the driver must interact with the driving environment while navigating the vehicle from its starting place to its destination. The driver must anticipate factors of the driving environment such as road construction, traffic signals, other drivers and pedestrians. Robust training programs have a starting point, a destination and a route that may have any number of potential pitfalls along the way. Successful arrival depends on how these factors are anticipated and mitigated along the way.

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โˆ™ 2007-05-20 18:09:31
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Q: What are some preventative measures that can be taken to avoid training program failures?
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