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Peer Learning Sessions: Why Training Fails

14 August 2014. Northpoint Training plays host to over 40 learning and development / human resource practitioners who attended a Breakfast Forum on ‘Why most training fails and what you can do about it’ at the InterContintental Singapore.

Run like a facilitated workshop, the forum garnered high levels of enthusiasm, interactivity and honesty as participants discussed common caused of ineffective training and methods and tool to improve training ROI. This data was then collated, categorised and used as the basis for a short report on common cause of ineffective training and methods and tools to improve training ROI.

Key Findings

 

Common Causes of Ineffective Training

  • An overwhelming number of respondents cited that lack of management commitment (33%) and no clear L&D strategy (31%) were among the common causes of ineffective training.
  • Relevance of training (21%), no training needs analysis (14%) and effectiveness of the trainer (14%) were also frequently cited.

There is a strong correlation between the common causes of ineffective training as they can impact one another in both positive and negative manner.

 

Methods & Tools Used to Improve Training ROI

  • An overwhelming number of respondents cited that developing learning journeys (43%) was one of the best methods and tools for improving training ROI.
  • Conducting a training needs analysis (27%), gaining management commitment (25%) and evaluating training effectiveness (16%) were also frequently cited.

It is surprising to see that whilst a lack of management commitment and no clear L&D strategy were among the common causes of ineffective training, developing a clear L&D strategy was not among the top methods and tools used to improve training ROI.

 

Key Assumptions

  • Based on commentary and responses, a substantial proportion of L&D practitioners do not see, or feel that they are seen, as a strategic contributor to the business.
  • It would equally seem that many L&D practitioners are tactical in their approach, and do not know how to position the strategic significance of learning and development within the business.

 

Click here to download the full report