What happens after Training! Post-Training or Past-Training

Rahul was an employee of a leading organisation. He worked as a supervisor in one of the departments in that organisation along with 10 other colleagues. After about seven months
24 Feb 2018 11:00
What happens after Training! Post-Training or Past-Training
Fiji Sun journalists at a training session leading up to elections. Photo: Maraia Vula.

Rahul was an employee of a leading organisation.

He worked as a supervisor in one of the departments in that organisation along with 10 other colleagues. After about seven months of working in that department, he got a call from his manager. “Hey Rahul, you have been nominated to attend a two- day leadership training workshop on the topic called Leadership Skills Development.

We are sending you for this training because we believe that you have the potential to get promoted as a manager in the future.

We want you to learn as much as possible from this training and then implement the same.

The training is on next Monday and Tuesday and please ensure that you keep yourself free for it” Hearing about this from his manager made Rahul extremely excited as he was getting a wonderful opportunity to learn something as important as leadership skills.

On that Monday morning, Rahul was at the training venue exactly on time.

The training started and Rahul attended it with full vigour and enthusiasm.

Just like the first day the second day also was extremely useful and positive for Rahul.

After the training as he travelled to the office, he thought about the training session and realized that there were a lot of things that he had learned.

In fact, the trainer had made each and every participant write his or her specific Action Plan.

For the first few days, Rahul seemed highly passionate about the training session. He kept telling his other colleagues about it. He had also started using some of the learnings at his work.

However, after almost two months, something strange had happened. Rahul seemed the same as what he was before attending the Training session.

It was as though there was absolutely no change in him and this was startling, to say the least.

Despite having attended a very effective training and despite having begun the implementation of the learnings from that training Rahul seemed to have returned to his old ‘self’.

It was as though he had lost his motivation to continue and practice the good things he had picked from that training session. “What is the use of sending our people for such training sessions and seminars if we don’t see any change in them?”

One of the directors exclaimed almost angrily.

If the training sessions are not effective then there is no point in sending our employees for such sessions in the future.

From then onwards not a single employee was sent for any training session and even till today people in this organisation do not get the opportunities to attend such sessions and the reason given by the senior management is that such sessions do not produce any results, especially ‘LONG-Term Results despite receiving highly positive feedback immediately after the training!

Dear friends, what I have stated above has truly happened and it still happens in different organisations across different countries. However is this really the right thing for these organizations to do?

My answer is a firm no, and I say ‘no’ because the real culprit is not the training session, but the absence of Post-training Analysis as well as Activities that need to happen through the active as well as passionate involvement of the Human Resource Department and especially by the employees from the Learning and Development Team.

Through the column I wish to highlight a few but important activities that the Human Resource (HR) people and especially the Learning and Development (L&D) people can execute towards ensuring that the training sessions that the participant has attended is effectively and positively implemented not just for a week or two but for a longer period of time.

Remember we must that however positive or effective the training is it will be truly successful only when that same training is implemented for a very long period of time by the participants.

Let us look at some of these activities that the HR and the L&D people can execute.


Action-plan ‘Creation’

Although most of the training concludes with the creation of the Action Plan it is important to be noted that this Action Plan must not have more than five things or actions that the participant would plan to implement.

I have seen umpteen times that the HR, as well as the trainer, encourage participants to write down a whole lot of actions to be done by him or her.

What therefore this does is that it creates unnecessary and unwanted ‘pressure’ upon the participants to show the HR that he or she is implementing the action plan.

For the first few days it all looks great but then slowly the participant begins to feel the burden of implementing too many of the actions which he had committed to the trainer and the HR.

Finally and within a few weeks or a couple of months, it all stops.

I do not say that this happens with all the participants but then it does happen with many of them and this is surely not therefore good for the organization. It is, for this reason, I believe that action plans must incorporate only five or maximum six ‘ACTIONS’ and not more.


Communication of the Action Plan

Most training sessions end with the creation of Action Plans specifically made by the participants. However what is important is that the same action plans must be emailed by each and every participant to three people.

These three people are namely the participant’s immediate superior, the HR or Training Personnel and the Trainer.

By communicating the action plan to all these people the participant, therefore, can be followed up with and simultaneously ‘guided’ to implement the plan effectively.


Follow up

An important advantage of having a ‘concise’ action plan is that with only Five or Six actions in the Action Plan the HR or training officer finds it perfectly easy to follow up with the participants on a regular basis and to thereby assess the participant accurately.

Through this regular follow up process the participant is therefore able to sustain the effectiveness of the training not just for weeks but even for years.


Monthly or Bi-monthly Presentations

Along with follow-up activities, another important activity that will ensure the sustenance and long-term effectiveness of the training session is the creation of opportunities for the participant to deliver specific presentations about the implementation of their Action plans.

These presentations can be had once in a month or once in two months and can be delivered to the HODs or their immediate superiors along with the HR and L&D personnel.

I am of the strong conviction that each and every organisation must organise training sessions and seminars for their employees on various subjects of excellence.

But having said that it is also important for these organisations to have some people from their Human Resource department to conduct Post Training activities to ensure that the effectiveness of the training sessions remains for a very long time to come.


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