Hi everyone, I am a student of HR and have a project on identifying the hurdles that arise when organizing a training program. Can you please help me in pinpointing the obstacles in organizing a training program?
From India, Indore
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From India, Indore
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Hope it helps...
HERE ARE SOME QUESTIONS:
**In your opinion, what is the process of effective training?
**How do you measure the effectiveness?
**What are your expected results of effective training?
**In your opinion, what are the organizational barriers to effective training?
**In your opinion, what are the personal barriers to effective training?
- Lack of confidence
- Job-related anxiety
- Depression of some nature
- Lack of interest
- Stress-related problems
- Lack of commitment
**In your opinion, what are the trainees' barriers to effective training?
**In your opinion, what are the trainers' barriers to effective training?
**In your opinion, what are the training method's barriers to effective training?
**In your opinion, what are the training process's barriers to effective training?
**In your opinion, what are the training methods' barriers to effective training?
**In your opinion, what are the training location's barriers to effective training?
**In your opinion, is the lack of effective communication before the training session barriers to effective training?
**In your opinion, is the lack of effective communication during the training session barriers to effective training?
**In your opinion, is the lack of effective communication after the training session barriers to effective training?
**In your opinion, is the lack of effective feedback during the training session barriers to effective training?
**In your opinion, is the lack of effective feedback after the training session barriers to effective training?
**In your opinion, is the lack of effective trainer's delivery during the training session barriers to effective training?
**In your opinion, is the lack of follow-up after the training session barriers to effective training?
**In your opinion, is the lack of line management follow-up after the training session barriers to effective training?
**In your opinion, is the lack of sufficient resources for the training session barriers to effective training?
**In your opinion, is the lack of descriptive language during the training session barriers to effective training?
**In your opinion, is the lack of motivational feedback during the training session barriers to effective training?
**In your opinion, is the lack of formative feedback during the training session barriers to effective training?
**In your opinion, is the lack of verbal skills of the trainees barriers to effective training?
**In your opinion, is the lack of active listening of the trainees' barriers to effective training?
**In your opinion, is the lack of corporate objectives/strategy barriers to effective training?
**In your opinion, is the lack of training objectives/strategy barriers to effective training?
**In your opinion, is the conflict of interest between trainees and trainers barriers to effective training?
**In your opinion, is the lack of management interest in training barriers to effective training?
**In your opinion, is the lack of management participation/support barriers to effective training?
**In your opinion, is the lack of implementation of the training plan barriers to effective training?
**In your opinion, do you identify all the essential components of effective training planning?
**In your opinion, do you think your training planning includes the impact of the company vision, mission, objectives, and strategies?
**In your opinion, do you evaluate the training with respect to:
- Training materials
- Trainees
- Trainer
- Impact on the job
- Impact on the business
**In your opinion, do you evaluate the training:
- Just after the training program
- One month after the program
- Six months after the program
**Do you identify individual barriers to staff performance?
**Do you identify group barriers to staff performance?
**Have you developed situational strategies to reduce/eliminate barriers to effective training?
**Do you conduct staff training needs surveys?
**Do you track the post-training results?
**Do you train the line management to follow up on training to improve training effectiveness?
**Do you formulate and communicate performance standards and expectations to trainees in behavioral and measurable terms?
**Is there sufficient coaching on the job to reinforce the training?
**Is there sufficient mentoring on the job to reinforce the training?
**In your opinion, is the lack of compatibility between training needs and training program design a barrier to effective training?
**In your opinion, is the lack of consideration of the trainees' learning style, their attitudes, needs, and approaches to learning barriers to effective training?
**In your opinion, is the lack of consideration of "non-training" issues barriers to effective training?
**In your opinion, is the lack of application of the principles of adult training a barrier to effective training?
Courtesy,
L. Lingham.
Questions that could form the basis of a transfer of training survey are:
- Did instructional designers, trainers, and line managers work together in partnership, or was work on the program done in isolation with little collaboration?
- Were non-training solutions seriously considered, or was a training request received and an off-the-shelf solution delivered?
- Were training outcomes stated in behavior and performance terms, or were outcomes unstated or stated in fuzzy terms?
- Were training objectives tied to stated organizational objectives, or were they left floating in the organizational ether?
- Were managers and supervisors actively involved before, during, and after the program, or was the program divorced from the employees' day-to-day work?
- Was post-training support provided back in the workplace, such as coaching and on-the-job aids, or were employees left to flounder with no opportunity to practice?
- Were new procedures and role expectations clearly communicated to employees, or were they left wondering why they were nominated for the program?
- Were workplace performance expectations agreed with employees prior to the training, or was it back to "business as usual"?
- Was the training integrated with a well-thought-out and implemented change or improvement program, or was the training a single-point "silver bullet" solution?
- Did you measure the organizational impact of the program, or rely solely on "happy sheets" for feedback?
Courtesy,
Vicky.
Attachments - Courtesy Chr
From India, Calcutta
Acknowledge(0)Amend(0)
114HERE ARE SOME QUESTIONS:
**In your opinion, what is the process of effective training?
**How do you measure the effectiveness?
**What are your expected results of effective training?
**In your opinion, what are the organizational barriers to effective training?
**In your opinion, what are the personal barriers to effective training?
- Lack of confidence
- Job-related anxiety
- Depression of some nature
- Lack of interest
- Stress-related problems
- Lack of commitment
**In your opinion, what are the trainees' barriers to effective training?
**In your opinion, what are the trainers' barriers to effective training?
**In your opinion, what are the training method's barriers to effective training?
**In your opinion, what are the training process's barriers to effective training?
**In your opinion, what are the training methods' barriers to effective training?
**In your opinion, what are the training location's barriers to effective training?
**In your opinion, is the lack of effective communication before the training session barriers to effective training?
**In your opinion, is the lack of effective communication during the training session barriers to effective training?
**In your opinion, is the lack of effective communication after the training session barriers to effective training?
**In your opinion, is the lack of effective feedback during the training session barriers to effective training?
**In your opinion, is the lack of effective feedback after the training session barriers to effective training?
**In your opinion, is the lack of effective trainer's delivery during the training session barriers to effective training?
**In your opinion, is the lack of follow-up after the training session barriers to effective training?
**In your opinion, is the lack of line management follow-up after the training session barriers to effective training?
**In your opinion, is the lack of sufficient resources for the training session barriers to effective training?
**In your opinion, is the lack of descriptive language during the training session barriers to effective training?
**In your opinion, is the lack of motivational feedback during the training session barriers to effective training?
**In your opinion, is the lack of formative feedback during the training session barriers to effective training?
**In your opinion, is the lack of verbal skills of the trainees barriers to effective training?
**In your opinion, is the lack of active listening of the trainees' barriers to effective training?
**In your opinion, is the lack of corporate objectives/strategy barriers to effective training?
**In your opinion, is the lack of training objectives/strategy barriers to effective training?
**In your opinion, is the conflict of interest between trainees and trainers barriers to effective training?
**In your opinion, is the lack of management interest in training barriers to effective training?
**In your opinion, is the lack of management participation/support barriers to effective training?
**In your opinion, is the lack of implementation of the training plan barriers to effective training?
**In your opinion, do you identify all the essential components of effective training planning?
**In your opinion, do you think your training planning includes the impact of the company vision, mission, objectives, and strategies?
**In your opinion, do you evaluate the training with respect to:
- Training materials
- Trainees
- Trainer
- Impact on the job
- Impact on the business
**In your opinion, do you evaluate the training:
- Just after the training program
- One month after the program
- Six months after the program
**Do you identify individual barriers to staff performance?
**Do you identify group barriers to staff performance?
**Have you developed situational strategies to reduce/eliminate barriers to effective training?
**Do you conduct staff training needs surveys?
**Do you track the post-training results?
**Do you train the line management to follow up on training to improve training effectiveness?
**Do you formulate and communicate performance standards and expectations to trainees in behavioral and measurable terms?
**Is there sufficient coaching on the job to reinforce the training?
**Is there sufficient mentoring on the job to reinforce the training?
**In your opinion, is the lack of compatibility between training needs and training program design a barrier to effective training?
**In your opinion, is the lack of consideration of the trainees' learning style, their attitudes, needs, and approaches to learning barriers to effective training?
**In your opinion, is the lack of consideration of "non-training" issues barriers to effective training?
**In your opinion, is the lack of application of the principles of adult training a barrier to effective training?
Courtesy,
L. Lingham.
Questions that could form the basis of a transfer of training survey are:
- Did instructional designers, trainers, and line managers work together in partnership, or was work on the program done in isolation with little collaboration?
- Were non-training solutions seriously considered, or was a training request received and an off-the-shelf solution delivered?
- Were training outcomes stated in behavior and performance terms, or were outcomes unstated or stated in fuzzy terms?
- Were training objectives tied to stated organizational objectives, or were they left floating in the organizational ether?
- Were managers and supervisors actively involved before, during, and after the program, or was the program divorced from the employees' day-to-day work?
- Was post-training support provided back in the workplace, such as coaching and on-the-job aids, or were employees left to flounder with no opportunity to practice?
- Were new procedures and role expectations clearly communicated to employees, or were they left wondering why they were nominated for the program?
- Were workplace performance expectations agreed with employees prior to the training, or was it back to "business as usual"?
- Was the training integrated with a well-thought-out and implemented change or improvement program, or was the training a single-point "silver bullet" solution?
- Did you measure the organizational impact of the program, or rely solely on "happy sheets" for feedback?
Courtesy,
Vicky.
Attachments - Courtesy Chr
From India, Calcutta
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