TRAINING AND DEVELOPMENT CHALLENGES

1. HECTIC EMPLOYEE SCHEDULES

It is very challenging for employers to ensure that their employees follow the training on time
especially when they work from home. This is because their time management has changed
completely. At the same time, they have to do home duties such as managing the children's
learning, preparing food and even cleaning the house. The beginning and end of their day are
now not the same anymore and are constantly changing. Having normal time training as usual
is seen as a bit less effective. Many employees feel that they will miss the training or even
worse, miss out on important relevant information as their personal lives indirectly interfere
their professional lives.

A more flexible training schedule is seen to be able to give a better effect. Employees can be
given internet access to a learning library 24 hours a day and 7 days a week to undergo the
course whenever they are ready. The training materials provided especially the videos should
be about seven to nine minutes only. According to a study, that time period is the most ideal
period to keep employees focused on a busy day. Several concepts can be delivered at once
with clever graphics. They’re a valuable time-saver for learners, as well as a welcome break
from reading text in emails, reports, and newsletters. At the same time allowing the
information conveyed to be successfully absorbed by them into their brains. Scheduled
training is seen to be able to create a positive training atmosphere. With the help of quality
resources and even rewards if successfully completed the training, the objectives of the
training will surely be successfully achieved.

2. A DISPERSED WORKFORCE

When training at home, it is very difficult for everybody to stay on the same page. With a
geographically dispersed workforce, training can be quite hard and misunderstandings are
common, and cultural differences may even lead to inconsistent training. For example, some
cultures are less comfortable with being vocal on online forums than others. Information is
more easily in an office setting such as memos are being sent out and announcements are
made.

Employers can introduced social tools to unify their dispersed employees. Video
conferences, webinars, and online forums are easy, convenient tools to foster trust and
empathy between employees across the country. Forums and webinars can be used as a safe
space to voice questions and concerns, or share experiences. Employers can clarify
the training goals clear from the start. All employees should know exactly what is expected of
them during training, and how their learning achievements will benefit them in their jobs.
Consider implementing a “training agreement” outlining these expectations, and ask each
learner to sign it as a commitment to the learning process.

3. ACCOUNTABILTY

For employers who are not used to dealing with employees who work from home, it is
definitely a challenge for them. Training and development require them to ensure employees
are always accountable. An early evaluation of each employee is necessary as they may be
from different departments and have different knowledge and experience. Training
departments may be able to use these assessments and data to determine the appropriate
curriculum for their employees.

Additional materials are also encouraged to enable employees as well as employers to

4. DIFFERENT LEARNING HABITS

Whether the training involved 20 or 2000 employees, it's critical to take into account their
preferences and habits to avoid further training problems. At least three generations are
represented in the current workforce and each of them is having their unique connection to
technology. As a result, assuming that all employees are similarly tech-savvy or have the
same knowledge levels and learning habits will make the training less effective.

Employers can conduct a thorough needs analysis that focuses on establishing employees
learning preferences particularly in terms of technology comfort. The information can be
used to help in planning the training. Software with an easy-to-use interface must be
considered to be used. All employees, not only those who struggle with technology, benefit
from a smooth user experience. Pausing a video or downloading an assignment, for example,
should always be simple and straightforward.

5. COSTS

Facilitation, equipment, venue hire, and the expense of employees' time, all make training an
expensive undertaking before the pandemic. Switching to online training can save you the
cost of some parts. However, at the same time, there will be some new additional costs. Many
training providers take advantage by charging extraordinary fees. This is because there is a
high demand from employers due to the pandemic that hit. Not only does it involve the cost
of the training, the employer also has to provide basic facilities to the employees so that they
can undergo the training effectively. Examples are complete computer equipment and good
internet connection.

Many training providers are specialists in a specific field or business. The top ones are aware
of the importance of remaining in their field. Unfortunately, many don't, which means they're
quite content to work with the industry now. The material and concepts are all the same. The
only difference is the people. Employers can analyse the current market related to training
providers in terms of the quality provided as well as the cost offered. In terms of providing
complete computer equipment to employees for training, employers can lend company
-owned equipment. Employers can also introduce an instalment payment scheme if
employees want the computer to become their property after completing the training. With
the latest technology, internet access is not a problem. Employers can lend internet dongles to
employees and they have to return them when they finish using them. Some telcos also now
offer internet lines in bulk to companies where employees can subscribe at a cheaper price
than regular subscriptions.