Limited Employee Training

Limited Employee Training

Causes of Limited Employee Training

Organizational training may fail for many reasons. One of the main reasons organizations fail to offer employees effective training is limited time. (Bunch, 2007) Also, competing priorities among employees and the organization itself may lead to training failure. Trainers have complained of schedule conflicts, whereby employees have other commitments besides training. Additionally, a lack of interest from employees may push an organization to abandon training programs (Bunch, 2007). Employees who lack interest may leave training sessions because they think the sessions are boring or of low value.

Impact of Training Failure

One of the obvious outcomes of training failure is poor performance. Poorly trained employees struggle with tasks, producing lower quality and less work (Bunch, 2007). Poor performance reflects on a company’s profits as they reduce due to poor results. Also, poor performance may scare aware customers, suppliers, and business partners. Besides, limited training leads to a high attrition rate among employees. Most people want to enhance their skill set, and when the tools to achieve that are unavailable, they will likely leave the organization. In addition, the lack of proper training may lead to unsafe work environments. People think safety training is only relevant for construction, hospital, and law enforcement workers. However, all organizations need safety training to avoid accidents and falls.

Benefits of Incorporating a People-Friendly Practice

Enhancing and refining training programs will go a long way toward improving job performance. Organizations should incentivize training programs to prevent the chance of employees abandoning the training program midway. For instance, offering monetary benefits for employees who attend training exercises will come in handy. Another strategy likely to encourage the uptake of training is by adopting in-depth training programs. Employees tend to be satisfied and happy with in-depth programs (Jha, 2016). Subsequently, this will prevent employees from abandoning programs because they think they are of low value.

References

Bunch, K. J. (2007). Training Failure as a Consequence of Organizational Culture. Human Resource Development Review, 6(2), 142–163. https://doi.org/10.1177/1534484307299273

Jha, V. (2016). Training and development program and its benefits to employee and organization: A conceptual study. International Journal of Scientific Research in Science and Technology, 2(5), 80-86.

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evaluate business practices that are not considerate of employees and communities, brainstorm reasons why the practices may have been established, and consider how they can be improved.
For your initial post, select one of the following practices to evaluate:

Limited Employee Training

• Employee pay is low.
• Employee training is limited.
• Employee benefits are minimal; there is little paid time off or sick time available.
• The workplace culture is described by employees as stressful, competitive, or alienating.
• A business doesn’t give back to the local community in any way.
• A business outsources many of its suppliers even though many local suppliers are available.
In your initial post, evaluate your selected practice by addressing the following questions:
• What general factors may have contributed to an organization or business implementing this practice?
• What are some potential negative repercussions of the practice on employees, the local community, or the business or organization?
• What benefits might employees, the local community, or the business or organization experience if a more people-friendly practice was incorporated?