Myths of Strategic Training and Development Process

The basic thing behind the strategic training and development process is to provide the knowledge and skills to the employees of an organization to perform tasks in the given timeframe. There is a very famous proverb that practice makes a man perfect. So, these training and development courses help the employees to learn many new things about their field. Due to these trainings, workers also get a chance to work with and under the supervision of experienced and skilled people. These training and development courses are the backbones of a successful organization. Without these training, employees won’t get knowledge about the problems, which they are going to face in their career. So, strategic training and development process is no doubt plays an important in the life of employees.

Strategic Training and Development Process Myths

There are several myths about the Strategic Training and development process. Few of them are as below:

1. Training is only for New Employees.
2. Breaking the course into parts is not a good practice.
3. There is no link between education and success.
4. Employees will never be interested in the training sessions.
5. Playing a game is no learning.
6. Lazy Learners.

Training is only for New Employees

Strategic training and development process is considered for new workers only. This is a myth created by different organizations. Training for current employees helps them to develop themselves according to the necessities of their jobs. These training programs upgrade the organization’s capacity to embrace and utilize progress in their work.

Employees can build up a unique feeling of self-esteem, pride, and prosperity as they turn out to be more significant to the organization and society. These training programs will enhance their personalities as well. They will get a great chance to learn more skills to an outcome from their expanded efficiency. These elements give them a feeling of fulfillment through the accomplishment of individual and organization objectives. So, training and development process should start for both new and old workers.

Breaking the course into Parts is not a good Practice

It is also a myth created by several bogus companies. They say the course into parts is not a good practice because it will take more time and money to train your employees. But there is a strong reason behind dividing the whole course into parts.

By dividing the course into parts, the workers can get many things in short time and with great ease. In this way, employees won’t get a headache when it comes to training. Short courses will not disturb them at all. They will learn everything in parts and easily.

There is no link between Training and Success

As I said earlier, practice makes a man perfect. If you don’t practice then, you will not get success. For years, training has been seen as a “supporting” thing in the industry. These pieces of training help the employee to maintain his focus. Similarly, it has been extremely troublesome for some organizations to measure the consequences of delicate abilities of their employees. So, if you don’t train yourself then how can you become successful?

Employees will Never be Interested in the Training Sessions

It is a useless myth. I don’t know why people believe in such things blindly. Training has seen as something to be continued, however not appreciated by several bogus companies. However, we can still produce the interest of employees to get trained by skilled persons for developing a very stable administration system. We should have micro learning sessions; companies are finding that representative of every age, and from all territories of the business, are taking part in learning since they need to solve the problems. Crowe MacKay is an expert in this field. He appreciates 87% willful investment and information maintenance of up to 90%. So, that shows, if the trainer and the training sessions are friendly then employees will always be ready to get trained.

Playing a game is no Learning

Many people say that strategic training should be held strictly so that employees take them seriously. But making the training sessions strict, workers lose interest in the training. So, a friendly environment is needed to train the employees for better production. Research demonstrates that games (gamification) significantly affect workers engagement, which drives considerable learning enhancements. The information is exceptionally convincing, and certainly justified a worth.

Trainers Hate Lazy Learners

Real Trainers do not hate lazy learners. At the point when a strategic training and development activity is seen as an enormous achievement, which is going to take all the credits, here sometime we also see some lazy workers, who never wants to be the part of training. No doubt, there are unmotivated, harmful, languid, and lazy learners and we also need to train them all too. Many people truly grasp chances to learn and better themselves when you’re giving them valuable data and accommodating instruments and procedures, which are backing their prosperity and future. We just need recognize them all and try to put them on the right path. This is also one from one of the utmost myths of training and development process.  Finally, it is useless to say strategic training has become the backbone of many organizations in all over the world and also it has become trend to send the employees on training before giving them any big task. So keep focus on your training and development process and see either your employees are enhancing their skills or not.