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Why do most of the Training Programs fail?
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The management, in general, fails to analyse the root causes for the failure of the training programs. They tend to overlook the inadequacies and proceed with newer programs which they feel is essential for the effective functioning of the organisation. With the exorbitant prices charged by the training vendors, failure to evaluate the reasons for the failure of the training programs can lead to the downfall of the business. Inability to cope with the changes happening around them can adversely affect the employee morale, resulting in customer dissatisfaction and reduced profitability. It is therefore, an inevitable and essential task of the management to identify the reasons for the failure of the training programs.

The reasons for the failure could be wide and varied. A huge responsibility lies on the shoulder of the management in ensuring the success of the training programs and their implementation. Identifying the need for training and its impact on the processes adopted by the company has to be carefully scrutinised before venturing out in search of a training consultant. Lack of adequate knowledge on the need for the specialised training by the peers and the absence of support from them will fail to generate the expected impact. Educating the supervisors on the need for the specific training is therefore essential.

Once the needs have been identified the management has to approach the right trainer who has the skills required for giving the specific training. The trainer should be well versed in the area of training. The inability of the trainer to move with the changing trends makes the training programs unattractive and fails to create a positive output. The training requirements for all the companies have to be custom made. Using a xerox of the training material in all companies irrespective of the type of business fails to hold the interest of the employees. The training material should be so structured that it conforms to the businesses and policies followed by various business entities. This helps the audience to easily adapt to the changes and challenges of the business. Similarly training content and the work performed by the target audience must be related. Imparting training on an unrelated or insignificant work makes them unappealing.

For the training to be fruitful, the support of the management is inevitable. Lassitude of the management to the new techniques or ideas imparted by training leads to the failure of the training program. It cannot be adopted in an environment which is unfavourable or disinterested to the adoption of the same. Such an environment makes the investment made on training equal to the misuse of the scarce company resources. The support and encouragement of the immediate manager alone can make it successful. Similarly the trained audience must be handed over the necessary tools that aids in easy implementation of the trained skills.

The organisation culture too should have a favourable climate for welcoming newer ideas and techniques. A supportive policy in the form of motivation and reward can induce the people to exploit the skills imparted through training successfully.

Training imparted without a detailed scrutiny to the compatibility to the work, background of the trainers, job requirements, organisational climate and its resources is a huge waste of time and investment.

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