Continuing from my previous post about mindset of people towards corporate training and how any talent management initiative with the employees hits the rough road, in this post I would like to outline some of the challenges the IT industry faces towards managing talented people and also towards the overall in-house talent development concept.

talentitchallengesTalent needs way to grow

Where you like it or not, the talented people in companies can not be contained without giving growth opportunities for long.  You can keep them on promises only until a certain point.  If not your company, they would eventually leave you and join someone else who might recognize their talent better and reward them as per what they deserve.  So, you always have to mark your talented people in a separate category and pre-plan their growth and show them the path so they could retain the trust in you for their growth.

Limited bandwidth with HR

Although the HR teams are accountable for ensuring the talent management practices are in place and are followed, the limited number people strength in the HR, does not allow them to focus repeated and consistently over the progress being made in the project teams towards implementing these practices.

People managers & directors are busy with business

The project managers and directors are focused on delivering the business, so find little time to do actual handholding of talent reporting directly to them through their project. Since the talent development and implementing the practices a non business-core activity it is a always considered as a ‘tick-in-the-box’. Thus, it not getting the due attention and focus that it deserves.

The in-out game of training & development activities

The corporate trainings do help until a certain extent, but do not offer a sustained end-to-end development for an individual. The person feels good while in the training, but often lacks understanding on how to apply the learning back in his / her own project.  This further means that although the companies spend heavy money on arranging the trainings for people, the assimilation and application of the training is often left on individuals to carry out as per their own capability.

We all know how the corporate training works within the companies.

 

Although most of the companies, try and get best of the trainers and consultants to carry out the training for their people, somewhere it does not yield results as they expect. In my view, there are few basic issues around the way the trainings are done.  Some of them I am pointing out here,

The hurry up mindset

The completion of ‘certain amount of training days’ has been a KRA set by few companies for their employees which counts to some good portion of the appraisal evaluation.  If these employees do not complete these training days, then the appraisal results surely gets hampered.

Hence, to ensure that the training KRA gets completed, the employees ensures that the training days are somehow are completed by,

  • Either attending and taking training which has no direct relation to the work they are doing (but adds significantly to the completed training hours).
  • Or by completing the e-Learning courses online, where you can work and learn together (but still adds to your completed training hours)
  • Taking short-cut directly to the assessments, once successfully completed, adds the duration of the supposed learning to be done before the assessment to your tally of completed training hours
corporatetraining1

The get away mindset

Another phenomenon I have seen is of the people who attend the training to get away from their busy work schedule and supposedly get little ‘peace of mind’ by being away from work stress.  The whole purpose of learning, thus changes from being receptive towards learning something new to enjoying a break from their work.  Although they ‘enjoy’ being in the training for full day, the enjoyment comes from being away from work, not due to the learning they get.

 

So, in a nutshell, the the whole training thing just becomes a good day out and get-away from work, not really a fruitful learning experience.

 

The dunno-how-to-do-this mindset

There are few people who are genuinely interested in learning and do take part in the training to enhance their knowledge.  The training goes very well, and they very actively take part in the learning process by being part of discussions, debates and interactions with others.  The end of the day, carries a feel-good factor for them and feel genuinely pumped up to take the training learning back to their workplace and apply in practice.

 

However, most often, when the first genuine chance comes to apply these trainings in practice, they get stuck with ‘how to do’ and ‘what to do’ questions.  Mostly, unable to apply them and end up being terming it as a failure of the training or trainer’s incapability to relate to real life examples during training. Thus, the good trainings often ends up being no productive at work due to lack of someone guiding them how to apply the learning on the ground during their situations.

 

What do you think of this?