Hi everyone,
I am student of HR and got the project on finding out hurdles that come across in organizing a training program.
can you help me out in finding the hurdles in organizing a training program please?
From India, Indore
I am student of HR and got the project on finding out hurdles that come across in organizing a training program.
can you help me out in finding the hurdles in organizing a training program please?
From India, Indore
Hope it helps...
HERE ARE SOME QUESTIONS.
QUESTIONS
*in your opinion , what is the process of effective training?
*how do you measure the effectiveness ?
*what is your expected results of an 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 deivery 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[ trainees and trainer]
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 particpation/support
barriers to effective training
*in your opinion, is the lack of implementation of training plan
barriers to effective training
*in your opinion, do you identify all the essential components of
an effective training planning
*in your opinion, do you think your training planning includes
the impact of company vision , mission, objectives and strategies.
*in your opinion, do you evaluate the training with respect
-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 survey
*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 behaviorals 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 --barriers 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
adults training , barriers 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 employee's 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
112HERE ARE SOME QUESTIONS.
QUESTIONS
*in your opinion , what is the process of effective training?
*how do you measure the effectiveness ?
*what is your expected results of an 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 deivery 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[ trainees and trainer]
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 particpation/support
barriers to effective training
*in your opinion, is the lack of implementation of training plan
barriers to effective training
*in your opinion, do you identify all the essential components of
an effective training planning
*in your opinion, do you think your training planning includes
the impact of company vision , mission, objectives and strategies.
*in your opinion, do you evaluate the training with respect
-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 survey
*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 behaviorals 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 --barriers 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
adults training , barriers 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 employee's 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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Program Life cycle for Softskills Training.ppt