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9 Challenges Faced by the Training Manager of Growing Companies

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9 Challenges Faced by the Training Manager of Growing Companies

Training today has become vital for an organization’s success. With increasing demand for training, the entry of new age learners, and global expansion, the role of the training manager is changing.

Modern training managers cannot focus only on imparting quality training; he must also ensure that the training is engaging, effective and provided on time. All these aspects have to be achieved with reduced costs. There are also several other challenges that confront a training manager. Let’s look at those challenges and see how to handle them.

1. Inconsistent Training:

Inconsistent Training

With organizations spread across different locations and with multiple trainers, there is no guarantee that training delivered will be consistent. This is because trainers’ knowledge levels, emphasis and teaching styles may not be the same. So there will be no consistency in the training given. You can create standardized curriculums with the inputs and approval of your trainers or subject matter experts.

2. Flexible and Mobile Workforce: 

Flexible and Mobile Workforce

The increasing size of flexible workforce, employees working in shifts, and employees working on the field, is the next major challenge. By leveraging technology, you can deliver flexible training courses, which can be taken at learners’ convenience. You can also keep track of who has got trained and up to which level.

3. Reach Global Employees:

Reach Global Employees

Another challenge that can arise with global expansion is because of the difference in the primary language of all your employees. So courses in English will not be of great use to non-English speakers. For example, the content of compliance and safety courses may be misunderstood and may lead to confusion. This issue can be solved by translating content into the local languages of your employees.

4. Meeting Stipulated Timelines: 

Meeting Stipulated Timelines

The quicker the better! Trainings, especially on product knowledge, processes and compliance should be completed as soon as possible. For example, a sales person can’t wait to get trained for months to be able to sell a new product. The training should be simultaneously launched with the product. You can get e-learning courses quickly developed using the in-built features of the rapid authoring tools when compared to classroom training.

5. Appeal to New-Age Learners: 

Appeal to New-Age Learners

New-generation employees like to do everything in their own way, even if it is a simple training course. They want access to short trainings on their own devices and when they need it the most. So you must think of developing single training programs, which run on multiple devices such as iPads and smartphones.

6. Reducing Training Costs: 

Reducing Training Costs

Classroom sessions are no doubt very effective! But they incur huge costs,including the travelling and accommodation charges of the trainer and other logistics. So e-learning is ideal for today’s scenario. An e-learning course once developed can be used any number of times and to train multiple participants. This reusing of a training program can help save on the training costs to a great extent in the long term.

Reducing Training Costs

7. Training Updation:

Training Updation

The other big challenge is to provide the employees with up-to-date knowledge specially when there are changes in the legislation, policies, and working processes. So make sure that the courses are developed using user-friendly rapid authoring tools such as Articulate Storyline, Adobe Captivate, or Lectora. They allow easy and quick updation of content.

8. Course Completion Rates: 

Course Completion Rates

Course completion rates show you the real ROI. But then employees will show interest in learning only those topics that benefit, motivate, ease their life and help them grow. E-learning provides an opportunity to design engaging and inspiring e-learning courses using sound instructional strategies. For example, let’s say you have to train the employees on how to operate a product or an equipment. You can design a simulation-based environment, providing a hands-on learning experience. Lot of other approaches such as scenarios, games, and case studies can also be incorporated to make learning relevant and effective.

9. Lack of In-house Expertise:

Lack of In-house Expertise

Then comes the challenge of acquiring in-house expertise to develop the training programs. The task of developing quality and effective training courses within short intervals of time may seem daunting. Therefore, let the experts handle it. You can think of outsourcing the course development to an experienced e-learning partner who has skilled people, processes, and the expertise of designing customized courses.

As the training demands change, there is a need for training managers to look at new solutions. These are a few suggestions that I could share based on my experience.

What are the challenges that you are facing as a training manager? We would love to hear from you. Please share your thoughts in the comment box given below.

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  • rameshsood

    I liked it a lot.. Well written..with some great inputs.. Good value add…

  • Henry Wallace Musoke

    very informative