Sheila Adhiambo Otieno
CB20/00130/23
BHRM 207
Take Away Assignment
When Training is Not the Best Intervention
While training is a common approach to address performance gaps, it's not always the most
effective solution. Here are some scenarios where training may not be the best intervention:
1. Performance Issues Stem from Factors Beyond Individual Knowledge or Skills:
Organizational Culture: If a toxic work environment, lack of resources, or poor
leadership are hindering performance, training alone won't solve the underlying
problems.
Systemic Issues: Inefficient processes, outdated technology, or unclear expectations can
significantly impact performance.
Motivation and Engagement: If employees are demotivated, disengaged, or have low
job satisfaction, training won't address these root causes.
2. Training Is Not Well-Designed or Delivered:
Poorly Aligned Content: If the training content doesn't directly address the specific
performance gap, it won't be effective.
Inadequate Transfer of Learning: If the training doesn't provide opportunities for
learners to practice and apply new skills in their work environment, they may struggle to
transfer the learning.
Ineffective Facilitation: A poorly delivered training session can disengage learners and
limit the effectiveness of the content.
3. Performance Gaps Are Due to Lack of Opportunities or Support:
Insufficient Resources: If employees don't have the necessary tools, equipment, or
information to perform their jobs effectively, training won't solve the problem.
Limited Autonomy: If employees are micromanaged or lack decision-making authority,
training may not be the best solution.
Lack of Feedback and Coaching: If employees don't receive regular feedback and
support to develop their skills and performance, training alone may not be sufficient.
4. Training Is Not the Most Efficient or Cost-Effective Solution:
Quick Fixes: If a performance issue can be addressed more quickly and efficiently
through other means, such as process improvements or changes in organizational
structure, training may not be the best investment.
Limited Return on Investment: If the potential benefits of training don't outweigh the
costs, it may not be a worthwhile investment.
