Lack of employee training occurs when workers do not receive on-the-job coaching to sharpen skills. Providing enough on-the-job training improves employees’ skills, allowing them to perform at a high level. Employee training is vital in achieving organizational objectives and vision. Despite its importance, many organizations do not offer employee training, and this post explores some of the contributing factors.
Conducting regular on-the-job training is a time-consuming and costly process. A company engages outsider players to train employees on diverse functions and topics. It is expensive to recruit experts or corporate trainers, especially for small and medium enterprises. Budget limitations do not allow small and struggling businesses to procure employee training services. Such practices are considered a luxury, and employees must learn by themselves while performing job duties. Organizations encourage individuals to discover and learn essential job lessons without an outsider’s help.
Lack of interest
The second factor contributing to inadequate employee training is lack of interest. Lack of interest both from the workers and employers is a significant hindrance to on-the-job training. Certain workers are reluctant or uninterested to attend training courses because they see no value in training programs. Such individuals skip training classes or leave sessions despite companies’ efforts to hire trainers or experts. Other employees believe they are a “hotshot” in their field and do not require any training. Lack of interest from the employers’ side means that a company does not plan on employee training even though workers may be interested.
Planning is crucial to employee training success. Proper planning allows a company to organize training for each employee without affecting productivity, performance, or other organizational processes. On the other hand, poor planning forces an organization to abandon training or partially train its staff to prevent interfering with performance and productivity. Lack of planning blocks the learning and development (L&D) team from organizing formal training programs. It creates a poor timing problem.
Overreliance on technology
Mobile app development allows employees to receive a range of work-related services and information. Companies exploit mobile app technology to deliver information vital in facilitating on-the-job training. Despite technological advancement, smartphone applications are not robust training tools and cannot offer the same results as corporate training programs. Furthermore, companies are susceptible to employing an application that does not match their specific needs. Organizations believe they are training employees through mobile apps, but in reality, workers are not receiving the necessary skills. Smartphone applications are a supplement to corporate training but not a substitute.
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