Providing trainings to the employees is essential as it has umpteen benefits that an organization cannot easily overlook for e.g. trained operators ensure proper and safe operation of machinery, reduced number of accidents, increased production, ensured business continuity, sustaining cordial relations between the management and employees etc. The fields in which the training is provided are numerous. Every department defines its own training needs for the better performance of the employees and increased efficiency of the department and organization as a whole. As a result of training requirements there arose the need of trainers. While some topics are handled
Subsequently, the trainers can be divided into two categories
1) External trainers: - that are outsourced for a period of time to support the organization in fulfilling the training needs of the employees
2) Internal trainers: - that are on role for the organization and serve full time
External trainers have an edge over the internal trainers in a way that they are in the premises for a relatively shorter period i.e. a day or two or sometimes for a few hours most of the times with no knowledge of what goes on internally and what the company policies are towards those particular training points. On the other hand the internal trainers are often responsible for the implementation of what they discuss in the training room.
This article will restrict its focus upon the challenges faced by internal trainers and how the best trainers overcome them.
Challenges Encountered in the Training Room
Here are three of the most common problems and their respective solutions faced by the trainers in the training room: -
The frustration of the employees from work is all taken out at the trainer. This is often in the form of some tricky questions that those people
Solution: - It is always better to start the things off with humour. This would relax their senses and generate some interest in the trainer as well. Remember to keep the humour healthy. If it hurts the sentiments of even a single person, there may be a troublesome situation.
The older or experienced employees believe that they are extensively knowledgeable. When there are lots of experienced employees and a less experienced, newly joined employee goes to train them a denial factor takes place. This results in rejection of the ideas (though not always) presented by the trainer whether pretended or not.
Solution: - Start the training by giving value to their experience. For older employees this is an excellent formula. I remember when I used to say in the beginning, “Learning is a lifelong process. Every stage of life brings something new to learn. With the development in technology we don’t know what our children know and what we know we teach them”. This sentence provided miraculous results in the programs that I organized.
The trainees are not attentive to the session. This problem arises when the trainer in order to impress the trainees continuously speaks technical. It then becomes hard for the trainees to pay full attention for hours.
Solution: - Training is beneficial only when there is some takeaway. This is never possible through serious notes. Make the training interesting by adding maximum examples. If possible add every point with an example. Try to make them judge what you are going to say next. Look at everyone in such a manner that everyone feels you are speaking with him.
There are other many problems but if the above three major problems are handled safely then the other problems diminish. Involvement of people is the key to success in any training program.