Arguably, every organization in the globe today carries out training programs for different purposes. As a matter of fact, the purpose of the training program may differ, but the main concern is to ensure attainment of smooth operation and over-all efficiency at an organizational and individual level. Organizations always focus on achieving competitive advantage; this is attained through implementation and maintenance of an effective training program. An effective training program must be designed to address various predetermined needs of the targeted audience. Perhaps, effective training is also meant to accomplish predetermined changes in skills and knowledge that is based upon the identified problem. Effective training programs have various fundamental characteristics which include instruction and evaluation, improvement and analysis, as well as compatibility. The most critical part of an effective training program is maintenance and implementation; these critical events have various opportunities and challenges. In order to achieve the main goal of an effective training program, responsible stakeholders should focus on maximizing the opportunities and tackling the challenges.
Staff development and training can be exceedingly difficult on some occasions. There are various challenges for maintenance and implementation of an effective training program. One of the main challenges of implementation and maintenance of an effective training program is lack of investment. In this case, investment refers to manpower, resources, money as well as time. In an organization the pressure to complete tasks, meet deadlines, and maximize operational work, often puts the maintenance and implementation of training at the bottom. Perhaps, the organization may not see the need to invest in training issues. Training is crucial for the long-term success of an organization, but because of ongoing operations may lead to placing maintenance and implementation at the bottom (Wireman, 2010). Lack of investment in the maintenance and implementation of an effective training program affects the entire budget of the program. Hence, the goals and objective of the program will not be achieved.
Another challenge is the lack of direction among the training personnel and the management team. Trainers are not in a position to deliver quality and effective training program if they do not comprehend the needs and demands of the trainees. Management team and trainers require skills and knowledge on the weaknesses and the strengths of the staff and those to be trained. With tremendous training and research the trainer and the management team can easily maintain and implement an effective training program (Nilson, 1999). The managers who spend little time with the team members are not in a position to maintain and implement an effective training program.
Probably, another challenge towards maintaining and implementation of an effective training program is the lack of data and poor communication. Lack of data is directly related to institutional issues and perspectives. An effective training program depends of previous data and trainings to implement and maintain a current training program. Therefore, lack of data will lead to lack of direction in the implementation and maintenance of an effective training program. Evaluation of training after the training program presents data to be used in implementing and maintaining future training programs. Accessibility to data will save time and money in the maintenance and implementation process (Nilson, 1999). In addition, lack of proper communication is a challenge to maintenance and implementation of an effective training program. Training can become ineffective if there is no free flow of information between management, trainers and the trainees.
In the 21st century, there are many opportunities for the maintenance and implementation of an effective training program. One of the main opportunities is the need to increase productivity in an organization. As a matter of fact, informed and skilled personnel in an organization will always perform their work as expected, leading to improved output and increase in organizational production. Effective training meets both the employers and staff needs in increasing flexibility and quality of products and services (Wireman, 2010).
Another crucial opportunity is the need to reduce management costs and supervision expenses. This opportunity arises because trained employees require lesser supervision since they can work independently. This will have a direct impact in the expenses of an organization since they will reduce management and supervision costs. Training maintenance and implementation creates confidence among the employees and the management team (Wireman, 2010). Every organization focuses on becoming the market leaders and achieving competitive advantage. Hence, one of the opportunities for implementation and maintenance of an effective training program is the urge to expand and increase the market share. Today, many organizations are going global, meaning the best organization with trained personnel get a chance to work efficiently in a diverse environment.
Another opportunity is to develop the confidence and morale among the teams within the organization. Maintaining and implementation of effective training program develops a positive feeling among the employees. Therefore, this sort of opportunity boosts employees' self-confidence in undertaking their work (Nilson, 1999). The Modern workplace requires more that the literacy skills, it need good communication skills, physical strength, ability to embrace diversity, as well as ability to accept change. In general perspective, these opportunities asserts meaning to implementation and maintenance program. The marketplace today is very competitive, and it's upon the management and employees to attain the standards needed in the market. Training programs add value to an organization, by making it possible to achieve organizational goals and job satisfaction.
References
Nilson, C. D., & American Society for Training and Development. (1999). How to start a training program: Training is a strategic business tool in any organization. Alexandria, Va: American Society for Training & Development.
Wireman, T. (2010). Training programs for maintenance organizations. New York: Industrial Press.
