We conducted training recently, but it didn’t seem like anyone got anything out of it. What did we do wrong?

May be the training is not related to the company strategy and objectives or not based on competencies related to how to achieve the objectives. I think you need to make assessment centers to know what each employee needs as training to enhance his performance.

Obviously the HRD sent the wrong people to the wrong training courses.

Dear Irina, Same answer as to your other question on training and development.

I have noticed that:

1. Organizations conduct training and development activities without sufficient homework on whether that particular employee REALLY NEEDS that training... how is it going to help the business finally...

2. They don't do sufficient homework to CHECK AFTER THE TRAINING IS OVER as to HOW the employee has implemented his learnings at his day-to-day work...

3. If the program was behavioural in nature, WHAT CHANGES HAVE BEEN OBSERVED in the individual after the program is completed....

And many such things.... I think HR departments worldwide would do well to focus on the results they mean to achieve through training and development work, not just "CLOCK" training man-hours and create training data to create a smoke-screen to show that they have done some training initiatives.

Regards

Krish

I think the environment at training session lacked friendly atmosphere, it was the result of tense and pressured atmosphere.

should be review contain course and compare are that should staff take it to do his work or not