The View from a Training Manager’s Perspective

This week we interviewed the Training Manager of one of our longtime clients, a major Research and Development Company in the DC Metro area.  For more than fifteen years, this R&D company has trusted ATI to deliver the technical training needed for the success of their projects. ATI has worked hand-in-hand with their Training Department […]

This week we interviewed the Training Manager of one of our longtime clients, a major Research and Development Company in the DC Metro area.  For more than fifteen years, this R&D company has trusted ATI to deliver the technical training needed for the success of their projects. ATI has worked hand-in-hand with their Training Department to present customized, and frequently, repeat installments of popular scientific and engineering courses on-site at their facility.  The conversation outlined the following Top Three Training Challenges she currently faces:

 

 

Challenge #1: Red Tape Bureaucracy!

 

In order to get courses scheduled their company faces a lengthy approval process by committee of their Department heads. They have to analyze each proposed course outline to be certain the course meets particular criteria and is relevant to the company’s current projects to justify the cost. 

 

Challenge #2 Reactive Not Proactive

 

Currently their company does not have an annual Training Needs Assessment. The current protocol is to wait until a supervisor or head of a project says they need a particular type of technical training. Only then does the Department Head generate a Training Needs Assessment to determine 1) What training the group has taken in the past and 2) What course would meet their training objectives so they can successfully complete the project.  Ultimately the reactive system does not allow the Training Manager to anticipate what projects are ahead. Therefore, scheduling the appropriate training proves difficult.

 

There is hope for change in sight. Their Director of Training is to meet with the HR teams assigned to each department to determine what training the employees have had in the past and what training they will need in the future. But change is slow to come (see Challenge #1, Red Tape Bureaucracy!)

 

Challenge #3 Budget Cuts

 

Budget cuts are a problem for them as well. Because of this company’s affiliation with the U.S. government, training dollars are down. In an effort to be more fiscally responsible, training has been cut.

 

Now here’s where you come in!

 

We invite you to participate in this conversation and tell us what training challenges you currently face.

 

After we receive your input, we will continue the conversation in a Training Challenges Part 2 post summarizing your responses and exploring solutions to your training challenges, so we encourage you to weigh-in now so your opinion can be counted!

 

 

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