“STRUGGLES DURING TRAINING

OR PROBATIONARY PERIOD”

Mini project Report submitted to

SRM Institute of Science and Technology

In partial fulfilment of the requirements for the award of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

KASTHOORI PRADEEP
RA1852001010212

Under the guidance of

Internal Guide Name – Dr. K. Santhana Lakshmi

Assistant Professor
School of Management

SRM Institute of Science and Technology

Kattankulathur

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 ABSRTACT
This study was basically done based on the esponses that is analysed through Google
form. In this competitive and rapidly changing era, most of the business organizations
are highly concerned to provide their employees with training throughout their careers
so that they will remain enough motivated and focused to their work. But the success
of any training program depends on effective construction of its pre-defined schedule
or model. The training model must be constructed on the basis of particular training
needs and consisted of all relevant and important steps which are to be followed by
training sessions. Wrong development of model and missing of any important step can
leads towards ineffective and useless consequences. This article is based on the
analysis of eight training models. The purpose of reviewing these models is to discuss
the similarities, differences and lacking steps among these models so that researchers
could make another new effective training model by including these missing steps.
After in depth analysis of these models, researchers have proposed a more
comprehensive training model for corporate world to overcome the missing. This is a
simple but detailed model which, if implemented properly could contribute a lot
towards enhancing both the employees‟ performance and effectiveness of the
organization as a whole.

KEYWORDS

Employee satisfaction, Job motivation, Job satisfaction, Continuous training

Objectives Alignment, Organizational Effectiveness, Skilful Workforce, Training Evaluation,

Training Models.
Training and development, literature reviews, program planning, human resource
Training, development, need assessment

Training and development, Effectiveness, Organizations,

Trainers, Trainee, Traditional Trainings, Modern trainings

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 TABLE OF CONTENTS

Introduction 4
Most common challenges 5
Steps to avoid challenges 8
Findings 12
Conclusions 18
References 19

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 INTRODUCTION
Every organization is facing many challenges regarding changed nature of work and
workplace environment due to technological advancement or any other factor. This
rapid change requires competent, efficient, skillful, flexible and knowledgeable
workforce for attainment of organizational goals and long term profitability. For
developing such skills and competencies in employees, training plays a vital role
along with motivation and encouragement. Training is getting more important day by
day to many companies for their survival, their growth and to get competitive
advantage among competitors. Training provides help to growth of the organization as
its various departments‟ survival relies on training. Both the employees‟ and
organizational goals are affected by training outcomes and it is considered as an
important and necessary human resource practice that can impact on organization‟s
success.
In most of the cases training is considered for new employees only, it is good to invest
more on development of their skills so that they can increase their productivity. But
on-going training of current employees is as important as of new employees; it helps
them to adapt their daily routine work according to rapidly changing job requirements
and to improve their performance on current job and prepares them for an intended
job. And it also helps reducing resistance to change among employees. For making
training process purposeful and successful company leaders should work closely with
functional department heads and Human Resources personnel to follow a systematic
approach to training and to get desired and fruitful outcomes from it

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 Most Common Training
Challenges
What training needs to be delivered – and to who?

The first of the most common issues in training and development is pretty obvious –
what exactly should your program be comprised of? A big problem some Learning
and Development managers face is a portfolio of courses that is too big, too
unwieldy, out of date, repetitive or just plain useless.

A successful manager will avoid this by choosing and developing the courses that are
most useful, not only for the organization as a whole but also for each individual
learner. After all, the training needs of a senior manager are going to vary from a
newly onboarded team employee. If you‟re tackling a well-established learning and
development platform, don‟t be afraid to wield the axe to old courses.

Who does the training?

Another one of the challenges in training and development is the sometimes fraught
issue of who exactly delivers the learning and development. Do you rely on internal
knowledge and expertise, which has the advantages of being fully under the
organization‟s control and near its business niche? Or should you opt for external
trainers, who will bring their own experience, skills and new concepts, but who can be
a costly learning asset?

The key to this issue is tied up with our first question. It really does depend on the
nature or your training requirements. There will be times that you will be much
better off deploying an internal asset – for example when delivering induction
training – but sometimes, bringing in external trainers is actually more cost effective.
This is particularly the case when we consider the next of our problems associated
with training and development.

Who develops the training materials and environment?

This is a vitally important consideration, whether you‟re setting up your Learning and
Development platform from scratch or you‟re giving your established system a
makeover. The temptation is to do all of this in-house, but unless you‟ve got a fully-
fledged Learning Development team that includes experts in eLearning and Course
Design, it‟ll be a false economy.

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A good Learning Manager will want to establish links with a Learning Specialist,
develop materials, and the learning platform in collaboration to create a unique
solution to the training challenges the organization faces. You may find it useful at
this point to have input from individual departments, as well as individual
prospective trainees, as to what they feel they need to learn – and how.

Standardization of training

Being consistent and producing the same learning outcomes from the same
learning materials is another of the challenges facing training and development,
particularly in large corporate environments. If you rely on external trainers for some
delivery, it‟s hard to ensure that teaching styles and expertise are universally
consistent. In this circumstance, this training challenge can be mitigated by
developing a clear, unambiguous syllabus.

Considering that the majority of your Learning and Development will be online,
consideration should be given to creating standardized training modules. For
example, all modules could have identical time constraints, have highly-defined,
clearly stated learning outcomes, or be delivered in a visually identical manner.

Global workforce, cultural differences

If you work in a multinational corporation, you‟ll know that considering the breadth
and diversity of the workforce can be one of the big challenges faced by training
managers. How do you not only deliver your required training globally but also take
into consideration language and cultural issues? Learning styles vary around the
world, and what may make a successful training session in one country might fall flat
in another.

Take into account your potential learning audience, and develop resources that are not
only multilingual but also multicultural. Also, consider the method of delivery: You‟ll
find that some cultures benefit more from collaborative group training sessions,
while others favor an individual approach.

Different generations in the same workplace

It‟s inevitable that you‟ll have people of different generations on staff, and this is
another one of the training and development issues in the workplace. Much has been
made of the millennial generation, and the fact that they are much more at home with
online Learning and Development.

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This is great for them and you, because they respond very well to learning techniques
that deploy things such as microlearning and augmented reality. However, you still
need to consider older employees. Just as different cultures have different learning
styles, so do different generations.

While you could develop different delivery methods for your content to address this
issue, another technique is to deploy your trainees as a learning asset. Millennials are
great ambassadors for new ways of training, being able to communicate what they
have learned (and how) to their teams with passion and clarity. They are fantastic at
passing on your learning objectives, so consider them as part of your educational
toolkit.

Engaging with the training

Ensuring that your employees are fully engaged with your Learning platform and
content is yet another of the problems faced in training and development. This is
mainly because the trainee either cannot understand the objectives or see the relevance
of the training to him or her. Sometimes, it may be that the mode of delivery feels
stale and uninteresting.

Two ways to tackle this issue present themselves: The first is to create a dynamic
training portfolio that uses a variety of methods to deliver its learning objectives. So,
as mentioned above, use techniques such as microlearning, or use different
audiovisual elements in your eLearning provision.

However, a far more effective approach to ensuring engagement is to make the

potential trainee a stakeholder in their own learning. Using surveys and
appraisals, create appealing custom content that will make your employees feel that
they have been involved in its development.

Getting feedback and course completion

Allied with the above, the exit process of course delivery is the last of the training
challenges your talent development might face. Just as organizations have life cycles,
so do training courses. Ensuring course completion is vital. Without it, how can you
ensure that the learning objectives were achieved? With eLearning, it‟s easy to
monitor individual completion and achievement rates. Indeed, most eLearning
platforms have monitoring and reporting tools to help you with this task.

It‟s also important, however, to get feedback on the course, and, crucially, to be seen
acting on what you‟ve been told. This way, you are more likely to keep trainees
engaged. In turn, they’ll feel more like stakeholders in their own development,

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and you get insights into what worked well and what wasn‟t quite as good in your
eLearning offering. From that, you can then feed this into your course development
cycle, ensuring that your content remains up to date and relevant.

You may want to embed the feedback into the course ending, so that the employee, by
providing a response, then achieves course completion. This way, you solve two
challenges in learning and development in one go.

Overcoming Training Challenges

We‟ve highlighted the main training challenges in organizations, but as you can see,
they‟re all easily surmountable. The keys are consistency, logic, and flexibility, as
well as an ability to consider the Learning and Development process holistically –
and to include your employees in the process. It may be said that the trainees
themselves are one of the challenges faced by trainers, but don‟t view them like that:
In fact, they‟re often the solution!

STEPS TO OVERCOME THE CHALLENGES

The most common issues in training and development can seriously hamper your
training return on investment (ROI). But the good news is that they aren‟t all that
difficult to mitigate. Here‟s a quick guide to solving five of the biggest workplace
challenges when it comes to training and development:

1. Hectic employee schedules

When work, family life, and a slew of other demands are draining employees‟ energy,
there‟s a risk that training just adds to their stress. Worse still, intruding on
employees‟ personal time with training sessions is a surefire way to make them resist
(and even resent) training.

The solution

● Avoid face-to-face training on weekends or after-hours, and limit travel

requirements for training.

● Consider using a microlearning approach and deliver useful and relevant content in
bite-sized chunks. Short videos, checklists, infographics and even gifs are simple
microlearning formats that make training easier to consume.

● Communicate several concepts at once with clever graphics. They‟re a valuable

time-saver for learners, as well as a welcome break from reading text in emails,
reports, and newsletters.

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● Prioritize short, straightforward assessments wherever possible. This provides
employees with quick opportunities for feedback on their learning progress.

● Optimize your training for mobile. Mobile features allow learners to access the
LMS and training materials anywhere, any time – including on the train to work, or
during their lunch break. This makes training so much more convenient.

2. A dispersed workforce

A steady rise in remote work and a decentralized workforce has led to new challenges
in training and development.
With a geographically dispersed workforce, training can be quite hard:
misunderstandings are common, and cultural differences may even lead to
inconsistent training. For example, some cultures are less comfortable with being
vocal on online forums than others.

The solution

● Use social tools to unify your dispersed team. Video conferences, webinars, and
online forums are easy, convenient tools to foster trust and empathy between team
members across the country (or globe).

● Use training to clarify communication: forums and webinars can be used as a safe
space to voice questions and concerns, or share experiences.

● Clarify your training goals clear from the start. All team members should know
exactly what is expected of them during training, and how their learning achievements
will benefit them in their jobs. Consider implementing a “training agreement”
outlining these expectations, and ask each learner to sign it as a commitment to the
learning process.

3. Different learning habits

Whether you‟re training 20 or 2000 learners, it‟s vital that you consider learner
preferences and habits in order to prevent further training issues.

The current workforce includes at least three generations, all of which have a radically
different relationship with technology. So, your training is bound to be less effective if
all employees are assumed to be equally tech-savvy or to have the same knowledge
levels and learning habits.

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The solution

● Conduct a thorough needs analysis that focuses on identifying the learning

preferences (especially relating to comfort with technology) of your audience. Use the
findings to inform your training design.

● Choose software with a simple user-friendly interface (UI). Seamless user

experience is good for all learners, not only those who struggle with technology. For
example, pausing a video or downloading an assignment should always be
straightforward and easy.

● Open up communication channels (including tech support). Use tools like

discussion forums to make it easy for all learners to ask questions and receive both
content and technical guidance.

● Incorporate different content types, like video, written notes, and graphics, to cater
for different learning preferences.

4. Lack of engagement

Engagement is important on three levels: cognitive, emotional, and behavioral.

Without all three in place, poor knowledge retention, passive learning and a lack of
commitment contribute to challenges in training and development.

What‟s more, behavioral change is impossible without learning engagement. And,

when training feels irrelevant or unnecessary, most learners mentally and emotionally
„check out‟ and resist engaging.

The solution

● Incorporate practical learning activities like case studies, scenarios, role-plays and
relatable examples into your training. These activities engage learners in active
problem-solving contributing to better cognitive engagement.

● Use discussion forums and other informal live online spaces for learners to interact
casually. This encourages learners to engage emotionally with other learners, and with
the training process.

● Establish an active learning culture, and make all employees feel like a part of that
culture, can boost emotional engagement. This emotional investment leads to
increased learning.

● Communicate learning outcomes upfront to increase behavioral engagement. More

learners are likely to participate in learning activities if they understand the objective
behind it.

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5. Training that isn’t relevant

Many training programs are too generic, and not personalized enough for specific
roles or skills. Unfortunately, generic training can strain learners‟ time and patience by
forcing them to engage with content that simply isn‟t relevant to them. You can bet
this leads to further training challenges.

The solution

● Categorize learning outcomes into essential and nice-to-have for each role
undergoing training. Only make essential training compulsory, but use other methods
like gamification through rewards, badges, and points to encourage learners to engage
with nice-to-have content.

● Leverage just in time training to update skills or convey new information exactly
when it‟s needed most.

● Use relatable case studies and scenarios to reinforce the relevance of the training
program to employees‟ jobs.

● Conduct feedback surveys after training to find out what learners found most useful,
and where the training program needs refining.

6. Costs, costs, and costs

Facilitation, equipment, venue hire, and the cost of employees‟ time (those hours add
up!) all make training an expensive undertaking.

Training budgets tend to be small, while training demands are always steep. What
further contributes to challenges in training and development is when a strained
budget also needs to incorporate travel and software costs.

The solution

● Move your training online. Online training removes the need for travel and venue
costs and often lowers facilitation costs too.

● Use a cost-effective, high-performing LMS. It‟ll make a huge difference to how far
your budget can stretch when you‟re training large numbers of employees.

● Streamline your content development by focusing on the best bang-for-your-buck

formats. For example, short text sections interspersed with feedback activities can
save on development costs.

● Use webinars instead of face-to-face seminars as another way to limit travel and
time costs.

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FINDINGS

The major findings are that majority are in support of training. Even though people
face difficulties during training they say that they are in need of training which will
help them to easily work in future and there are some people also who are in support
of getting trained on the job rather than wasting time extra in training. The waste of
time can be saved which will help in maximum utilisation of all available resources.
Also from the analysis it is found that most of the employees would like to prefer the
traditional method of training. People also say about their motivation while training
once they get properly trained they will be confident enough to work in the
organization and that will help them to work well and thus they get motivated also the
training will automatically motivate them to work well by giving them comfortable
situation and surroundings.

 Training improves job satisfaction and morale among employees

 Increased employee motivation
 Increased efficiencies in process, resulting in financial gain
 Increased capacity to adopt new technologies and methods
 Increased innovation in strategies and products
 Reduced employee turnover
 Enhanced company and brand image
 Proper risk management and decision making

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 CONCLUSION
Employee training is the most suitable method to modify and manage workforce skills
according to organization‟s objectives and to improve the overall organizations‟
performance.
Organizations‟ performance always depend upon performance of its employees, so
training also plays an important role in increasing employees‟ job motivation,
satisfaction and commitment.
Training is a form of investment that needs more time, effort and money but this
investment gives long term benefits to both organizations and employees.
Effectiveness of training totally depends upon effectiveness and correct
implementation of its model.
Training models save time and effort and set a direction to follow for conducting
trainings.
Training process can only be successful when participants are motivated to learn and
excel their knowledge, skills and abilities

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 REFERENCES
Employee Training and Its Effect on Employees’ Job Motivation and Commitment:
Developing and Proposing a Conceptual Model Sadaf Zahra, Amna Iram,
Hummayoun Naeem

Challenges facing staff development and training: A survey of secondary schools in

Kericho County 1Dr. Kirui Kipyegon Kosgei

Problems and challenges of Training and Development practices: Descriptive study

Getachew Alemu , Assosa University ,Department of Management

The Validity of Effectiveness of Training and Development in Organizations In

Nigeria Izidor Nwokocha, Ph.D

Major challenges to the effective management of human resource training and

development activities has , linda abdullah·

On job Training and Its Effectiveness: An Employee Perspective

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