Globally, companies are spending vast amounts on training. Unfortunately, money spent doesn’t mean that training is effective.
Training management software may be the solution.
Up to 90% of training may be largely ineffective
A recent training industry report estimates that US companies spent a whopping $87.6 billion on training in 2018 alone. A UK estimate puts company spending on training at an average of £300 per employee per year.
According to Harvard Business School Professor Michael Beer, “Some studies have shown that only 10% of corporate training is effective.”
Increasingly, training fails to keep up with rapid workplace changes and skill requirements.
Why does workplace training so often fail?
Training commonly fails for a number of reasons.
Training not a priority for employees
We’re all so busy getting on with our jobs that many of us feel that long training sessions simply get in the way of us completing our “real” work. How often do employees arrive late or leave early for training sessions? It’s simply not a priority.
Many employees see training as a waste of time – it simply has to be done. Seldom do workers feel there’s a real personal or business benefit to training. Companies must demonstrate that training is genuinely beneficial and useful for career advancement.
Employees disinterested in courses
In many cases, employees fail to see the specific value or benefit of a specific training course, especially when it isn’t linked to a company’s core business outcomes.
For training to be successful, learning and development (L&D) professionals must analyze training needs based on organizational goals and results.
This helps trainees feel that the program is important and valuable. Specifically, they must understand that it will help them complete their own tasks more efficiently and make them more marketable in the workforce.
In a bid to stay ahead of ever-changing business practices, many L&D professionals implement training programs that have not been sufficiently planned and strategized. The training is simply not ready to be executed.
Limited resources and ‘intense’ training
Globally, companies are increasing their focus on training, but they’re not increasing the resources available to trainers, who are consequently forced to cut corners.
Because of the need to maximize limited resources, companies offer intensive, day-long courses over multiple days.
Learning levels drop off towards the end of the day and employees leave the session suffering from information overload. The lessons are quickly forgotten and courses often aren’t completed.
Training not reinforced
Studies show that without follow-up and reinforcement, 90% of what is taught in training is lost. For training to be effective, it requires three participants: a trainer, a trainee and a supervisor/manager/monitor.
Skills learned during training need to be reinforced, practiced and applied. This is most likely to happen when a supervisor actively encourages the employee to apply what they have learned.
After the training, follow-up needs to take place at 30, 60 and 90 days.
Little or no accountability or monitoring
After training has taken place, there is seldom any accountability for it. Many organizations measure bums on seats and ask for “feedback” after training, but the “success” of the training ends there.
Positive feedback is not enough to ensure that people have really learned and are implementing what they’ve learned.
It’s not easy to measure outputs, benefits or results that are a direct result of training. Has training impacted productivity, sales or employee turnover? As a result, it’s simply not done.
How isoTracker’s training management software can help
The success of a business depends on how people perform in their roles.
isoTracker’s training software provides a central, reliable platform for identifying and addressing knowledge gaps.
It makes it easy to:
- quickly integrate new procedures
- identify competency gaps early and determine relevant training needs
- make new staff productive sooner
- bring suppliers up to standards
- ensure a consistent approach.
Stakeholders can be trained at multiple work locations and training can be repeated on a pre-determined basis.
You can also use the module’s built-in corrective and preventive action (CAPA) features to ensure that gaps are properly addressed.
The results of each training event is stored and can be reconstructed for audit purposes.
Using our training software module, you can:
- train users, employees and suppliers
- survey users, employees and customers
- upload skills courses as presentations, documents or voice files. Link to videos in YouTube, for example
- construct skills tests and surveys using a range of question formats both multiple choice or answer entry
- create job roles and link each to one or more competencies, and attach courses and tests to particular competencies
- view scheduled training sessions in a calendar and receive reminders prior to start of training. Multiple choice tests are automatically graded
- route completed training to a CAPA workflow process where important issues are resolved
- maintain a complete training record for all respondents being users, employees, suppliers or others.
The isoTracker training software module can be used as a standalone product, or it can integrate seamlessly with one or more of our other quality management modules.