Special issues in

Training and
Development
 Train the trainers
• Train the trainer basically makes the trainers more authoritative, creative and productive. It prepares the trainer
for the upcoming projects.
• The train the trainer concept enhances the skills and empowers systematic and proper leadership qualities within a
potential individual. It focuses on subject matter expertise keeping in mind the specialisation parts of the trainer
who is being trained.
• The train the trainer modules need a lot research and understanding to be built in a proper way for different types
of trainers. This concept not only creates a learning module but also focuses on handling any sorts of questions and
objections that a trainer might face.
• It is important to note that if a trainer who is being trained is not questioning or interacting, there is likely to be a
fault somewhere down the line.
• On the other hand, the person on the opposite side responsible for answering the doubts put up by the trainers in
training should not only answer to the exact question enquired but also should create an educative interactive
session so ensure that the learning imparted is being properly propagated.
 Online learning
Computer Assisted Learning methods which include both Static as well as Interactive methods of learning is termed as
Online Learning.

Following are some of the issues being faced by trainees during Online learning:

Adaptability Struggle  : Switching from traditional classroom and face to face instructor training to computer-based
training in a virtual classroom makes the learning experience entirely different for students. Their resistance to change
doesn’t allow them to adapt to the online learning environment, whereas it takes time for them to get accustomed to
Course Management Systems (CMS) and the methods of computer-based education.

 Technical Issues: Many students are not provided with the high bandwidth or the strong internet connection that
online courses require, and thus fail to catch up with their virtual classmates: Their weak monitors make it hard to
follow the Course Management System and their learning experience becomes problematic.

 Computer Literacy: Although students are generally tech savvy, and thus able to manage computers well, lack of
computer literacy is a major issue among students today. Many of them cannot operate basic programs such as
Microsoft Word and PowerPoint and therefore are not able to handle their files. Furthermore, many students find fixing
basic computer problems troublesome, as they have no knowledge in this area. 
 Online learning

 Time Management: Time management is a difficult task for eLearners, as online courses require a lot of time and
intensive work. Furthermore, whereas it is mostly adults who prefer web-based learning programs for their place and
time flexibility, they rarely have the time to take the courses due to their various everyday commitments.

 Self-Motivation: Self-motivation is an eLearning essential requirement; however, many online learners lack it, much
to their surprise. After enrolling in distance learning courses, many learners fall behind and nurture the idea of giving
up, as difficulties in handling a technological medium also seem insurmountable.
 Outsourcing Training

Outsourcing Training activities is a popular trend in modern organizations. But there are several issues being faced
during Outsourcing such as:
 Cost: Although saving on costs is often one of the reasons cited for outsourcing non-core functions, outsourced
training services can be expensive. Training companies may charge hundreds of dollars per employee for a one-
day training course. Executive training programs tend to be more expensive.
 Control: Companies lose control when outsourcing support functions, such as customer service and training.
The training services provider decides on the format and content of its training programs, which typically contain
generic examples and case studies. Training companies usually retain copyright of all training materials, which
means that companies may not be able to customize the manuals or presentation slides for future internal
training needs. These restrictions make companies dependent on third parties for creating a skilled workforce,
which is a key success factor for all businesses. 
 Outsourcing Training

 Productivity: Productivity suffers when employees leave work to attend training sessions. Although the core
objective of training is to improve long-term performance, companies may take a short-term hit in terms of
schedules and customer service. Project schedules may slip if key employees are away on training, and customer
service may suffer because people are not available at their desks to respond to customer calls and emails. 
 Data Privacy and Security Concerns: When you think of outsourcing, concerns about data security are natural.
The privacy of confidential data and trusting an external agency with your groundbreaking research and
proprietary information become major concerns.
 Communication and Cultural Differences: You may face challenges communicating with a team located
remotely and not proficient in English (it may not be their native language)
 Training for developing creativity

1. Encourage creativity with an inclusive team environment : A genuine team-based environment, in which
connections are forged through collaboration and social time, is essential for innovative teamwork. Instead of
staying separate and heads-down on only their own projects, employees have the opportunity to interact with
other colleagues in different departments and gain an informed understanding of the company as a whole. This
will spark creativity, and allow for ideas and inspiration to flow freely across departments.

2. Promote creativity through office design: An inspiring workspace inspires creativity and innovation. Even if your
office layout is more cubicles than open space, there are still ways that you can help employees feel inspired by
their surroundings. For example, you can encourage employees to bring in photos, prints or small decorative
objects from home. If possible, hang up some beautiful artwork on the wall and bring in task lighting and tall
lamps. Add office plants to help purify the air and bring a touch of nature inside.
 Training for developing creativity

3. Provide freedom and flexibility in how work is done: Creativity in the workplace does not have to mean creativity
in the workspace.  Sometimes a change of scenery can help spark new ideas. Every now and then, switch up your
team routine with off-site and walking meetings. Brainstorming at a coffee shop might generate more ideas than you
think, as it helps to break up the routine. If your employees have returned to the office, consider expanding or
updating your current remote work policy to allow employees more flexibility while helping them cut costs and save
time when it comes to commuting. 

4. Offer the space for knowledge sharing: There is no shortage of talent and skills within your organization, just
waiting to be passed on. Encourage your employees to share what they know and what they can do with other
coworkers. This can be done through lunch-and-learns or special classes taught over video or in small groups.
Sessions can include Excel tips, LinkedIn profile best practices and guided meditation/yoga. 
 Training for developing creativity

5. Support employees in creative risk-taking: Cultivate an office culture that rewards creative risk-taking. One reason

why employees are not thinking out of the box or proposing different solutions is due to the fear of making mistakes

and not having their ideas supported. As much as possible, make it clear to your employees that your organization

values creativity—and understands its importance. This can be communicated clearly by being receptive to new ideas

and recognizing risk-takers for the impact they’ve made.

As well, be open to feedback and suggestions from your employees. Provide an open door policy or offer an

anonymous outlet for anyone who wishes to share their thoughts privately
 Managing Change
Managing the change in an organization can be overcome using appropriate training and development measures but
some the constraints faced are:
1. Aims and Beliefs: People will never align with bad aims. Executive greed, exploitation, environmental damage,
inequality, betrayal, false promises are transparent for all decent folk to see: "Oh you want me to do this training, and
adjust to your changes, so I can make more money for you and the parasites who feed off this corporation? Sorry, no can
do. I've got my own life to lead thanks very much.."Re-assess and re-align your organisation's aims, beliefs, integrity - all
of it - with your people's. Then they might begin to be interested in helping with new skills and change, etc.
2. The Importance of Consulting: People can't just drop everything and 'change' or learn new skills, just because you say
so. Even if they want to change and learn new skills, they have a whole range of issues that keep them fully occupied for
most of their waking hours - which were dumped on them by the organisation in the first place.
3. Using Crisis as an Opportunity: A crisis is no excuse for compromising integrity. A crisis is the best reason to re-align
your aims and consult with people. A crisis is wake-up and changes the organisation and its purpose - not change the
people. When an organisation is in crisis, the people are almost always okay - it'll be the organisational purpose and aims
that stink.
 Leadership Development

Leadership development refers to activities that improve the skills, abilities and confidence of leaders. Programmes
vary massively in complexity, cost and style of teaching. Coaching and mentoring are two forms of development often
used to guide and develop leaders.
According to Baldwin and Ford (1988), the success of leadership development is influenced heavily by the quality of
the programme, level of support and acceptance from superiors, and the characteristics/learning style of the person
being developed.
Some commentators differentiate between leadership development and leader development, the former being used
when referring to development programmes focusing on collective leadership in an organisation and the latter on
individuals.
Leadership development is a common process in succession planning, which aims to produce high-calibre leaders to
take over senior positions when they become vacant. High-performers are typically identified for these leadership
development programmes, which may be longer-term and broader than programmes focusing on tighter end-goals.
 Team Playing
Teams are created for several reasons. They may need to deliver a one-time project, or work together on an ongoing
basis. Either way, if you take advantage of a group's collective energy and creativity, the team can accomplish much
more in less time. Being a valuable team member can open new career opportunities, because leaders may see
firsthand what a great job you're doing. You may even be invited to bring your strengths into play in another team
setting – and in higher profile, business-critical projects. This is why learning to be a good team player is so important.
If you make a good impression, you never know what possibilities might open for you.
Being a good team player isn't always easy. Teams are usually created to solve difficult problems, and they often have
tight deadlines and strict budgets. But this can be your chance to shine. Look at teamwork as not only a challenge but
a great opportunity.
Help your team by using your strengths, clearly understanding your role, and staying flexible and reliable until the
project is completed. Be positive, and help others as much as you can. By being cooperative and willing to work hard,
you'll make a good impression on everyone – including your boss.
 Team Playing
The Belbin model says that people tend to assume "team roles" – and there are nine such roles that underlie the
team's success. These roles are as follows:
Shapers – people who challenge the team to improve.
Implementers – the people who get things done.
Completer-Finishers – the people who see that projects are completed thoroughly.
Coordinators – people who take on the traditional team leader role.
Team Workers – people who are negotiators, and make sure the team is working together.
Resource Investigators – people who work with external stakeholders to help the team meet its objectives.
Plants – people who come up with new ideas and approaches.
Monitor-Evaluators – people who analyze and evaluate ideas that other people come up with.
Specialists – people with specialist knowledge that's needed to get the job done.
 Effective Communication

Be involved and active within the group. If you sit silently while someone else discusses an idea that
you know won't work, you could damage the team's chances of achieving its outcomes. If you've got
an alternative suggestion that might be more effective, then share it with the group.
The opposite applies as well: if people discuss a plan that you think is great, then speak up. Tell them
what an inspiring idea you think it is. They might really need and appreciate your support, even if
they don't show it.
When you communicate with your team members – whether showing support, or challenging their
thinking – it's important to stay positive and respectful. Even if you disagree with someone, don't
become emotional. Being objective and fair will make a good impression; getting upset and angry
won't.
 Managing Cultural Diversity

As organizations realize the benefits of a diverse workforce, diversity and inclusion is becoming more of

a business imperative. Organizations are creating diversity and inclusion programs, establishing

diversity task forces, hiring diversity officers and conducting diversity training in the workplace.

As part of a holistic approach to building a diverse and inclusive culture, training is an effective tool to

promote diversity, and educate employees on what diversity and inclusive thinking means in their day-

to-day interactions with co-workers, customers, partners, vendors and others.  

Implementing a diversity training program is also an important step in helping to reduce the risk of

workplace discrimination and harassment claims.

 Time Management
The challenge is to deliver the right training at the right time. Information without context is quickly forgotten. For
workers who are looking for data at the point of need, having targeted training available is the best bang for employers'
buck."The timing of the training should coincide with providing the maximum window of opportunity to apply the
learning back on the job immediately.”
The benefits of training at the point of need are many:
Accuracy/Retention. Workers can verify what they’ve learned with completion of a task.
Productivity. Just in time learning keeps employees at their desk and working until they need new knowledge. The ability
to access information when it’s used, rather than when it’s provided, keeps productivity high.
Access. We live in an on-demand age: rarely do we wait for information – we simply Google it. Accessible training is
second nature for employees.  
Relevance. Access to exactly what you need to know, when you need to know it addresses knowledge gaps and applies
learning immediately.
Confidence. Focused learning modules – particularly micro-learning – give employees confidence to perform and a sense
of ownership and control.
 Ethical Issues for training and Development Professionals

Some of the ethical issues being faced by training and development professionals are:
1)Lack of professional development
2)Violation of confidence of trainees.
3)Dishonesty regarding program outcomes.
4)Abuse of trainees
5)Ineffective training resulting in Injury
6)Forcing employees to attend programs against their religious beliefs.
7)Lack of access to training programs (glass ceiling)
8)Failure to accommodate trainees disability.
9)Reproducing and using copyrighted Materials for developing contents of training.

.
 Future Trends of Training and development 2021

1. Increase in diversity, equity, and inclusion training: This is a trend predicted by several organizations, including
the Learning Guild in its June 2020 Covid Impact study. Although the focus on diversity may have been
heightened by widespread social unrest, particularly in the United States, it’s far more than a knee-jerk reaction.
Diversity training was already gaining traction across organizations large and small, especially as compliance with
social and governance initiatives has become a mandate from the executive suite, board of directors, and
investors.

2. AI for talent development, especially for leadership coaching: AI has been slowly creeping into the learning
technology stack, making use of recommendation engines and smart assessments. The results are exciting, and
so is this upcoming trend. Not only will it empower L&D when it comes to profiling learners based on their
knowledge and skills, but it will assist with the tricky business of identifying future leaders in the organization
and retaining them for further talent development. 
 Future Trends of Training and development 2021

3. Making new virtual experiences just as engaging as in-person ILT sessions: Of course, the global pandemic
accelerated the movement of training to digital formats greatly. But now that the dust has settled after the initial
panic of shifting to online learning, training teams are turning their attention to making sure virtual sessions are just
as engaging as their in-person counterparts. one of the key learning and development trends in 2021 will involve L&D
teams looking back over their newly converted online training and virtual classroom environments to ensure that
learning experiences remain effective and engaging for learners.
4. The upskilling and reskilling revolution will continue: While the #4 challenge for L&D in LinkedIn’s 2020
Workplace Learning Report was to effectively roll out upskilling and reskilling programs, the challenges of 2020 will
only embolden these initiatives in the coming year. According to the LinkedIn study, upskilling leads reskilling 51% to
43%, respectively, which makes sense given the upheaval in most work environments this year. Upskilling means
learning new skills for the same job function, and employees have certainly been asked to do this. This could mean
the same job but now remotely using different tools.
 Future Trends of Training and development 2021

5. L&D as learning consultants for business partners: In 2021, learning and development will capitalize on the
brighter spotlight that was cast on them in the previous year by finding ways to act as internal consultants on learning
and training needs. By carving out this role more definitively, L&D have the opportunity to cement their role as
important strategic influencers.

6. Focus on productivity/making the most of resources: Now that learning and development have the tools and
technology to engage learners with ever more sophisticated digital experiences, the focus in 2021 will move towards
systems of productivity. It’s a trend that will become increasingly central as teams across the organization, including
L&D, deal with budget freezes, cuts, and redundancies. How can L&D do more with less in circumstances such as
these? Learning technology will increasingly focus on providing solutions to make training teams more digital, agile,
and efficient.