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The top 6 obstacles to training

Picture of ياسمين الشهيل

ياسمين الشهيل

نحن كفريق نعمل على مساعدة في الدورات و التدريبات و مهارات التعليم ونساعد كل المدريبين على تنفيذ حقائبهم بكل سهوله و نهتم بجميع اركان الحقيبة التدريبية من حيث المؤلفات والرسوم التوضيحية ، بالإضافة إلى طرق وأساليب وخطط التدريب التي تم جمعها من خلال مصدر واحد أو عدة مصادر ، من خلال واقع التجارب العملية والميدانية.

The top 6 obstacles to training

Training is one of the latest methods of human development to achieve goals and development performance effectively. Training has become an important core industry. Training is a high value investment and not just a spending, Because training is a school, a college and a university, the nature of his vocational training.
    The top 6 obstacles to training

The top 6 obstacles to training

In addition to his industrial experience and the foundations of the organization, Enables employees to master their work, improve their professional standards, strengthen their weaknesses and gain experience that benefits them personally. On the one hand, They benefit the institution in which he works, Whether it’s business, health, education, technology, finance, services or other business areas.

Training barriers

Although organizations in all walks of life have adopted training methods to develop the capabilities of their employees, Because of some obstacles and obstacles that have not been taken into account, However, training remains a failure and the expected results have not been achieved, leading to the failure of training and training. Its failure included the following obstacles:

1. Loss of continuity:

I mean there is no relationship or connection between training and the nature of the job and it has nothing to do with the job or the field of study So in this case training is just a waste of time, energy and money.

2.The theoretical aspect is higher than the practical side:

The purpose of the training is to improve the ability of the student or employee in the practical field, so that he acquires experience in the performance of work or mastery of scientific or industrial materials, so that the theoretical side has the priority of the practical side, Learning is bored and loses interest in training, be theoretically familiar, In practice, however, he needs to do so because once he has completed requirements for him, he will be practically responsible for them and will not be asked for an explanation only in theory.

3. Lack of motivation among trainees:
One of the biggest obstacles to the success of the training courses is the lack of confidence of trainees in the feasibility of training, And not adding new things in the field of work, Or because of his age, Marshalling. We must encourage trainees here, And to firmly believe that by strengthening incentive measures and economic rewards to increase the enthusiasm of trainees and financial rewards for regular training courses, Thus increasing his experience. Make sure they succeed.
4. Low efficiency of trainers:
Coaches are sometimes selected based on the wishes of managers and not on experience and ability which hinders the success of training, It is therefore necessary to select an efficient trainer to provide training related to his field. In courses, Characterized by interesting methods, And easy to enter practical and theoretical training materials
5. Poor training materials:
for example , The coach must adhere to the rigidity of the training materials, Instead of flexible expansion to adapt to the evolution of life, so that it is closer to the example of current reality, Because it is enough to move the example from the international network, These examples may contain different examples and are not suitable for the student environment, This makes training materials useless for the student.
6. The working environment of the course is not enough:
In other things, the trainee faces the problem that the manager refuses to use the experience and skills he has acquired in the training course and forces him to complete the work in the traditional way.

Training types

In order to achieve the expected goals of the training course, It is necessary to take into account the appropriateness of the type of training and the results required for training,
And divide the training into many types by standards, The most important are: Next:

Type of training by number of trainees:

  • Individual training: This type of training depends on the individual, His colleagues are not allowed to participate in training courses at the same time, In order to give him enough time and energy to achieve the required training effect, This is a high financial cost and this training is usually conducted at the beginning of the appointment or when it moves from one department to another in the same organization
  • Group training: This type of training is specific to a group of trainees in the same hall and at the same time, And the cost may be lower, And the duration of the training plan is shorter, But it is not as efficient as one training, So that the focus is on specific trainees.
Training type by time:
  • Training of new staff: Newly recruited staff need training, Its purpose is to prepare them scientifically, practically and behaviourally and to inform them of the authorized and prohibited personnel as well as the responsibilities they must undertake. Migrants are trained to know all the skills of the job.
  • On-the-job training: This type of interest is related to the employee who holds the highest position, where he provides him with new things related to achieving what he needs and develop his abilities and skills. Known as recovery training, So that trainees are eligible for promotion and have higher responsibilities and tasks
Type of training in terms of location:
  • Internships: Training courses are held within the agency’s buildings and corridors, Whether in the agency or with the help of external trainees, This type of training is differentiated by the organization’s plan and organization. Control and employees remain at the top of the job.
  • Off-the-organisation training: By attending training courses outside the organization, Or even outside the state/region, Because the employees stop working here until they complete the course.
Types of training in terms of content:
  • Supervisor training: It targets mid-level managers and aims to provide trainees with the supervisory skills needed for promotion and his successful experience as a team leader.
  • Vocational training: Includes professional and manual work, Such as training doctors, engineers and accountants.
  • Technical training: Target technicians, Like maintenance workers and craftsmen, Who hold positions among qualified workers (such as doctors and engineers), heads of workers and skilled craftsmen.
    6 points that introduce you to the importance of training and its objectives

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The top 6 obstacles to training

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The top 6 obstacles to training


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