Technician training is essential for increasing productivity, reducing callbacks and underperformance, and improving customer satisfaction. However, training is only effective if employees are engaged and committed to using it.
Proving the value of training can be challenging for many L&D professionals. But with the right tools, you can overcome these challenges.
Lack of Budget
The cost of training can be high and often businesses struggle to balance the costs with their budget. The risk of failing to provide the right training can be costly and include high staff turnover, not attracting tech-savvy talent and missing out on key business opportunities.
The ideal training programme may need to cover a number of costs, including developing and hiring trainers, paying for venue hire, equipment and catering as well as the course fees themselves. It can be easy for employees to spend their training budgets on courses that are not aligned with their career goals and aimed at the future of work.
The best way to tackle this challenge is by defining clear goals and outcomes of your training programs using SMART objectives. This will help you to prioritize what matters and make better use of your limited resources. Moreover, by assessing different methods of training delivery you can find more cost-effective ways of providing the right learning experiences to your employees.
Lack of Time
When L&D teams are already stretched thin, the creation of training programs and their deployment may take longer than it should. This is a serious problem, as training needs to be timely and effective to have any impact on employees’ performance. For instance, if quizzes are deployed manually rather than automatically, the trainer might forget to schedule the delivery of the next one, which could delay users’ learning. This would also affect learners’ retention of information because research shows that they forget up to 70% of new knowledge within 24 hours if it is not reinforced. This is why it’s important to find strategies that allow for quick knowledge absorption. This includes microlearning and reinforcement tools.
It’s worth noting that this training challenge can be overcome by creating a system that automates the process of training delivery.
Lack of Resources
When training is a continuous process, it’s important to have a clear strategy in place. This means having a way to measure the effectiveness of your training, which will allow you to identify potential gaps in the program and make changes.
It’s also important to make sure you have the resources to continue delivering quality training. This includes having enough employees to deliver the training and support employees who are taking courses. It’s also important to keep in mind that learning needs can change, so it’s essential to have a flexible system that allows you to respond quickly.
Another challenge is that employees can forget 70% of what they learn within 24 hours. This is known as the “forgetting curve,” and it requires a strategy to help them retain knowledge. One way to address this is by using microlearning, which breaks down lessons into smaller chunks for faster knowledge absorption. This will help your employees retain the information they learn.
Lack of Skills
One of the biggest training challenges is ensuring that your workforce has the necessary skills to be successful in their role. Employees who don’t have the right skill set can end up wasting valuable time trying to figure out how to do their job, or they can get hurt while performing tasks that require specialized knowledge.
This training challenge can also affect the productivity of your organization as a whole, especially if you have to assign more experienced employees to monitor unskilled workers. This can take away from their own workload and detract from the quality of work that they produce.
Another reason why some training programs fail is that they’re not designed for today’s workplace environment. Employees aren’t sitting in conference rooms anymore, and many learn best through different formats. For example, some employees may have trouble processing long stretches of text and prefer learning content in video format. Others struggle to focus in large groups and need to be able to work from home.Träningsutmaning