In order to have a quality workforce to sustain production and grow the business steadily, training is a necessary process. But how can training be effective and avoid mistakes? Common mistakes in the training planning process of businesses will be a useful reference for your business.

Training is an effective way to supplement and develop the necessary skills to improve the quality of employees, thereby helping enterprises to take steady steps in the future with strong internal resources.

To train effectively, based on practice and bring practical benefits to businesses, a detailed and methodical training plan is indispensable. But, not everyone succeeds in making an effective training plan, so what are the common mistakes in the training planning process? Let's find out through the article below.

1) Failure to strictly implement or ignore the actual capacity survey of current employees in the enterprise or organization

In order for the training to be most effective in improving the capacity of employees in accordance with the competency framework of the department and organization, the survey of the actual capacity of employees to find out the missing and necessary competencies is necessary. Promoting and thereby giving appropriate training plans and programs is a necessary job to avoid wasting time, effort and money in vain.

2) Wrong identification of training methods

Based on the employee's capacity as well as the need for the necessary competencies and skills to serve the work and human development of the organization, the training planner will determine the appropriate training method. most appropriate and effective. This step also contributes to increasing efficiency in training and avoids wasting time, effort and money in vain.

Basically, training can be divided into 3 flavors, specifically as follows:

  • On-the-job training methods:
    • Organize on-the-job training classes by highly qualified people right in the organization or enterprise.
    • Organize seminars - exchange and share experiences for the whole company.
  • External training methods:
    • Sending employees who need training to attend necessary professional/skills classes.
    • Hire a training partner.
  • On-the-job training methods:
    • tutoring, instruction
    • Rotation of job positions

3) Unfounded training planning

In order for the training plan to be close to the actual needs, based on the actual conditions such as the actual capacity of employees, the required competency framework of the departments, the goals and development aspirations of the enterprise. from which to come up with a training plan is extremely necessary. Because if not based on these conditions, the planning will become far from reality, not feasible.

4) Planning training but not planning to use human resources after training

The task of training is to improve the capacity of employees, serving a certain goal, for example, improving management capacity or supplementing some missing skills of employees so that they can do well in some assigned tasks. Therefore, besides the training plan, the planner must clearly understand what the purpose of this training is and make a plan to use human resources after the training.

In each investment, businesses must optimize it to be able to bring profits or meet initial expectations to serve the common development goal. Investment in human resource training is also not out of that purpose. Therefore, it is necessary to have a specific and detailed plan to avoid mistakes that cause unnecessary damage. The above article hopes to help you plan a successful training. Do not forget to leave your comments to improve the general knowledge treasure.

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