{"id":173,"date":"2011-03-09T13:23:11","date_gmt":"2011-03-09T13:23:11","guid":{"rendered":"https:\/\/breathe-pod.org.uk\/blog\/?p=173"},"modified":"2021-06-08T13:23:28","modified_gmt":"2021-06-08T13:23:28","slug":"whos-giving-training-a-bad-name","status":"publish","type":"post","link":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/2011\/03\/09\/whos-giving-training-a-bad-name\/","title":{"rendered":"Who\u2019s giving training a bad name?"},"content":{"rendered":"\n
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I sometimes wonder how people are appointed to positions as trainers. Do some organisations see it as a position that people are moved if they might be good at it, and are then left to get on with it \u2013 without any training or support? Do businesses think training is such a waste of time that they just employ anyone in the position? Whatever the reason, there appear to be too many companies or trainers giving training a bad name.<\/p>\n\n\n\n

I see requests for assistance from trainers on various forums, but I\u2019m not sure how they expect people to be able to respond with targeted and focussed suggestions. I\u2019m meaning where people are asking others to suggest methodologies. Here are a couple I have recently seen:<\/p>\n\n\n\n

\u201cI have a four-hour workshop to give on presentations skills. I see the same participants the following week and they have to give a five-minute using the information they\u2019ve learned in just four hours. Any recommendations? No technology available for them except for one laptop. They do not have laptops themselves.\u201d<\/em><\/p>\n\n\n\n

\u201cI work in a manufacturing facility and I am about to conduct management development training for supervisors\/managers to teach them more about \u2018HR in their jobs\u2019.   Does anyone have any good icebreakers that will compliment this training?\u201d<\/em><\/p>\n\n\n\n

Do these same people (or organisations) say, \u201cI\u2019m going to buy a car, which one would you recommend?\u201d, or \u201cI\u2019m going on holiday and need a coat \u2013 which do you think I should buy?\u201d I think not. So why do it for training?<\/p>\n\n\n\n

Trainers asking such questions cannot expect to receive any sort of meaningful advice or assistance. And if they do use what is offered, does the organisation realise how much money it is potentially wasting?  <\/p>\n\n\n\n

Let\u2019s say we have 12 people in our group, and each receives a salary of \u00a3100 per day. That means with salary on-costs they probably cost their organisation \u00a3120 per day. That\u2019s \u00a31,440 in wages for attending a day\u2019s training. Add another \u00a3200 for the trainer\u2019s delivery and preparation time, \u00a3100 for the administration of getting the people on to the course, \u00a350 for room hire and \u00a310 for photocopying costs \u2013 that gives us a total cost of \u00a31,800 for the day. There may also be travel and meal costs, but we\u2019ll leave it at this for the purpose of the exercise.<\/p>\n\n\n\n

If we have 6.5 hours contact time, it means that each hour of delivery is costing our organisation approximately \u00a3277.00. Or \u00a34.62 per minute.  So a half hour opening exercise comes in at \u00a3138.<\/p>\n\n\n\n

And if it costs \u00a3138 it needs to be focussed \u2013 not focussed on the ideas of others who have no knowledge of the organisation, but focussed on operational effectiveness, focussed or organisational goals, focussed on delegate needs and focussed on extracting a return on the investment. Effective evaluation.<\/p>\n\n\n\n

As effective trainers know, evaluation starts at the planning stage. An evaluation of the needs of the attendees and the organisation. Once a Training Needs Analysis of some sort has been undertaken, planning, validation, delivery and further evaluation follow. This evaluation can show the organisational and operational improvements that have been achieved as a result of the training. Very satisfying, and likely to lead to the increased credibility of the trainers and L&D function.<\/p>\n\n\n\n

Training people effectively is costly. Training people ineffectively is even more costly as we reduce (or fail to get any) the return on the investment.<\/p>\n\n\n\n

Or have I got it all wrong?<\/p>\n\n\n\n

Paul<\/p>\n","protected":false},"excerpt":{"rendered":"

I sometimes wonder how people are appointed to positions as trainers. Do some organisations see it as a position that people are moved if they might be good at it, and are then left to get on with it \u2013 without any training or support? Do businesses think training is such a waste of time […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[4,8,30],"tags":[198,180,147,179,187],"_links":{"self":[{"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/posts\/173"}],"collection":[{"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/comments?post=173"}],"version-history":[{"count":1,"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/posts\/173\/revisions"}],"predecessor-version":[{"id":175,"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/posts\/173\/revisions\/175"}],"wp:attachment":[{"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/media?parent=173"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/categories?post=173"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/breathe-pod.org.uk\/blog\/index.php\/wp-json\/wp\/v2\/tags?post=173"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}