Challenges In Training And Development

Dear experts,

I am currently studying at Christ University, pursuing a Masters in Psychology with a focus on Human Resource Management. As part of our curriculum, I interned at an organization within the Learning and Development department. During my internship, I observed several challenges in training, including:

- Conducting Training Needs Analysis (TNA)
- Engaging the audience effectively
- Achieving ineffective results (which often leads to blaming the trainer)

I would appreciate any suggestions on how to address these issues and enhance the effectiveness of training programs.

Thank you.

Dear Vani,

You could have searched this forum before raising the query. Recently, I had given a presentation to a group of HR Managers on employee training. In this presentation, specifically, I discussed the challenges of measuring training effectiveness. I have uploaded the presentation on Youtube. Please refer to the following link: [https://www.youtube.com/watch?v=0B96YbDDkkU](https://www.youtube.com/watch?v=0B96YbDDkkU)

In addition to this, please review my reply to a past query on measuring training effectiveness: [https://www.citehr.com/523786-training-development-soft-skill-post2222367.html#post2222367](https://www.citehr.com/523786-training-development-soft-skill-post2222367.html#post2222367)

All the best!

Dinesh Divekar

Dear Vani Singla,

You have approached the right forum. Consult with Shri Dinesh Divekar to make yourself well-equipped for better performance. Best of luck...

Training in the banking sector is often mandatory, which may make employees feel somewhat negative about it. To engage them, it is better to start with an icebreaker and demonstrate how the training will have a positive impact on their careers. Unfortunately, it is the trainer's responsibility to make the training as interesting as possible so that employees provide positive feedback throughout the bank.

Though I don't have much experience in banking, I have conducted training sessions in various IT firms. It is crucial to conduct a thorough Training Needs Analysis (TNA) as the relevance of the topic plays a vital role. Discover their needs by engaging in informal conversations, such as during coffee breaks, and focus on providing training for skills they require rather than imposing it on them.

I hope my perspective proves beneficial to you.

Nowadays, games have become very popular for breaking the ice and facilitating team membership. I have conducted trainings both with and without these activities, and I have noticed a significant difference in the results of trainings that incorporate a variety of games. Interest will surely remain high as long as employees feel involved.

Seeking effective feedback after training programs can be helpful to gain insight into what is lacking and then improve on it. If the session is relevant in any section, it will surely engage the audience. Some trainings are mandatory in the banking sector, which at times demotivates the employees. Hence, it's important to assess whether these topics are going to make a difference to your target population.