Training is critical in enhancing the performance of employees. Nevertheless, management, at times, misunderstands the entire concept of employee training by assuming that staff members need more training immediately the employee is not doing the right thing. Thus, harboring the idea that more training can ultimately solve productivity or behavioral problems can, at times, result in organizational failure. This may eventually lead to a loss in support for the training program altogether. Unknown to many human resource personnel, training models can solve one primary challenge, the lack of skills and knowledge.
On the other hand, a performance issue that emanates from a lack of knowledge is quite easy to fix. It is done by providing practical training in conjunction with an ongoing support system and learning (Andriotis, 2018). This paper offers a concise overview of some of the techniques that can be used to solve performance issues in an organization, as well as some of the steps that can be taken in implementing a viable training and improvement plan in a contemporary organization.
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Training rarely solves the performance problem if it is not the main issue regardless of the nature of the training offered. Indeed, wrong training techniques are the ones that will convince an organization that it is ineffective and perhaps not needed. Thus, a company must provide solutions that can work as opposed to the same repetitive training methods. Practical training can be noticed if it supports general performance improvement solutions. Eliminating comprehensive training programs and embracing the correct answers for every problem will eventually improve overall performance, job satisfaction, and employee productivity.
Performance Issues
The number of issues causing performance issues can be diverse since people are sophisticated and occasionally have competing demands. This makes prioritizes needs analysis and makes results expected to be very unpredictable. Some of the critical performance issues than can be solved through practical training are explained in the discourse below.
Hectic Staff Schedules
Contacts training add to employees’ stress amidst family, work, life, and other demands. Worse still, including on staff members’ free time with endless training sessions is a sure way to breed resistance and resistance to the training. Such a performance issue can be solved by limiting face to face preparation during off-hours and holidays. Another result that can come in handy to this problem is using a micro learning tactic in conveying relevant and useful information bite-sized chunks. Checklists, short videos, gifs, and info graphics are simple but effective micro learning forms that make training fun and more comfortable. Likewise, the human resource department should communicate various concepts using smart and easy to understand graphics (Andriotis, 2018). These are valuable time savers for learners and act as a break from reading bring reports, text in emails, and newsletters. Lastly, hectic schedules for workers can be tackled by optimizing training for mobile. Features available in mobile allow trainees to access the needed materials anywhere. Such a technique brings convenience to practice.
Different Learning Habits
Trainers must take into consideration the different learning habits that are unique to every individual. The modern workforce encompasses at least three generations. All of them are fundamentally dissimilar in terms of behavior, beliefs, work ethics, and, most importantly, their relationship with technology. Therefore, training programs will end up being ineffective if all the workers are assumed to have the same level of knowledge and be equally tech-savvy as their counterparts.
One surefire solution to the issue of diverse learning practices is conducting a needs examination that concentrates on recognizing the technique of knowledge that is preferred by the audience. The findings can then be used to inform the methods of training. Furthermore, the trainer can choose software that is easy to use and has a friendly interface. Seamless user experience is suitable for all staff and not only those who are not tech-savvy. Another lasting solution that can solve this challenge is open communication channels an incorporating tool like discussion forums. This will make it easy for trainees to ask queries and get the right feedback.
Improving Effectiveness Using Employee Performance Improvement Plans
Performance improvement plans are vital for smooth operation in a company. The programs come with immense benefits, ranging from providing workers with the right feedback, especially on specific areas of improvements, and lowering the potential risk of litigation in case of dismissals, among others. The first step in the creation of a PIP is setting clear goals with every staff member (Garvey, 2019 ). The second one involves creating clear channels of communication with every employee in the early stages of recruitment and thirdly setting regular check-ins. The fourth one entails identifying the root causes of performance issues, followed by highlighting positive staff actions. The sixth step pertains to providing training as needed together with the right support. The last step in creating PIP is evident on the consequences of not abiding by the techniques taught.
Conclusion
From the preceding, it is clear that performance issues bedeviling employees can hinder the returns made on training. The best part of it is that they are not very difficult to mitigate, provided the right approach is used. The steps provided above are arguably the best when it comes to tackling performance issues and bringing efficiency in the workplace.
References
Andriotis, N. (2018, April 11). TalentLMS . Retrieved April 28, 2020, from talentlms.com: https://www.talentlms.com/blog/training-challenges-solutions-workplace/
Garvey, J. ( 2019, July 12). peoplegoal . Retrieved February 28, 2020, from peoplegoal.com: https://www.peoplegoal.com/blog/employee-performance-improvement-plan-tips
