Overcoming Training Challenges: How External Programs Can Fill the Gaps

Training and development are key when it comes to organizational growth and employee satisfaction. However, in-house training programs often face challenges due to limited resources and difficulty keeping up with industry changes. In contrast, external training programs offer a straightforward solution. In this article, we will explore the advantages of blending external training initiatives with internal development plans.   

Recognizing the varied mix of ages, backgrounds, and experience levels within their teams, organizations often acknowledge the need for diverse training approaches. In response to this recognition, they turn to external development trainers to help bridge these skills gaps effectively. External programs not only cater to the different learning styles and preferences of team members but also provide the expertise and flexibility necessary to improve overall training outcomes.

Common Challenges in Internal Training Programs

While internal training programs may offer the benefits of cost savings and convenience, many face several challenges: 

• Limited Resources: For many organizations undertaking  training and development initiatives, limited resources present significant challenges. These constraints may manifest in a number of ways, including financial limitations, shortages of qualified personnel, insufficient space, or inadequate technology. 
• Keeping Pace with Industry Changes: The fast pace of technological advancements and  industry norms can often surpass the content covered in internal training programs. As a result, leaders and team members can fall behind current standards. Staying abreast of these changes then becomes increasingly difficult for internal programs, potentially leaving employees without the essential skills and knowledge needed to master the latest technologies and industry trends. This gap may hinder their optimal performance in their roles. 
• Generic Content: Internal training frequently adopts a one-size-fits-all approach, assuming that all participants share similar learning preferences and skill levels. However, this approach overlooks the individual nuances among team members, including their distinct learning styles, prior knowledge, and specific job responsibilities. Consequently, some participants may experience feelings of disengagement or frustration during training sessions, ultimately resulting in poor learning outcomes.
• Lack of Engagement: Engaging team members in professional development activities can be a daunting task, especially if the material presented is outdated or lacks direct relevance to their specific roles within the organization. In such instances, employees are more likely to disengage or lose interest in training that appears disconnected from their daily responsibilities or career goals. When this disconnect occurs, the investment of time and effort in the learning process may seem futile, undermining the overall effectiveness of the training initiative.  
• Measuring Effectiveness: Organizations may face considerable challenges when attempting to evaluate the effects of training programs on employee performance or broader business outcomes. These difficulties arise from a variety of factors, including the complexity of measuring intangible skills and behaviors as well as the time lag between training completion and observable changes in performances. Distinguishing between the influence of training and other external factors on business can also be inherently challenging. As a result, leaders may struggle to obtain accurate and actionable insights into the effectiveness of their training initiatives, ultimately hindering their ability to make informed decisions about future training investments and strategies. 

How External Training Programs Can Help

Fortunately, external training programs can help address and overcome the challenges organizations face in several ways:

• Access to Expertise and Resources: External training providers often bring specialized knowledge, resources, and methodologies for assessing training effectiveness, which may be beyond an organization’s internal capabilities. They also offer insights into best practices for evaluating training outcomes, including the use of pre- and post-training assessments, surveys, and performance metrics. 
• Customization and Relevance: Third party training programs, like those offered by JHMA, can be tailored to meet the specific needs of an organization, addressing gaps in internal training and providing targeted learning experiences that resonate with employees.
• Increased Engagement: Employing innovative teaching methods and cutting-edge technologies is a common practice among external training providers. Their expertise in adult learning principles and instructional design enables them to create interactive and impactful learning experiences for participants. By incorporating multimedia elements, simulations, and other interactive tools, these trainers create engaging learning environments that promote active participation and knowledge retention. Their familiarity with the latest trends in education also allows them to adapt their approach to suit diverse learning styles and preferences. 
• Scalability and Flexibility: Scalability is a key advantage of utilizing external training providers as it allows organizations to adjust the scale of training initiatives without imposing significant resource burdens. This flexibility ensures that training can be tailored to meet the specific needs of the organization, whether it involves training a large number of employees or providing specialized sessions for smaller groups. External training providers also offer a range of delivery methods, including online, in-person, and hybrid formats, to accommodate the different learning preferences and schedules of participants. This adaptability increases participation and improves the overall learning experience.
• Objective Measurement and Evaluation: External trainers can provide an impartial perspective on training effectiveness, free from internal biases or preconceptions. Many of these trainers also provide comprehensive evaluation tools to gauge program effectiveness. By utilizing these tools, their independent assessment yield valuable insights into the strengths and weaknesses of training initiatives. Additionally, they shed light on learning outcomes, employee satisfaction, and return on investment (ROI) — all crucial factors that help organizations to continuously improve their training strategies.

Integrating External Training into Organizational Development Plans

Incorporating external training programs into an organization’s development strategy requires careful planning and alignment with business objectives. Partnering with a reputable third-party provider such as JHMA guarantees access to high-quality training that complements internal efforts. To provide the best experience possible, organizations should adhere to the following recommendations:

• Clearly define training objectives and desired outcomes.
• Identify any gaps or deficiencies in existing training provisions.
• Choose external programs that resonate with organizational values and goals.
• Devise a plan for integrating external training with internal initiatives.
• Establish metrics for evaluating the success of combined training efforts.

External training programs offer a strategic solution to the common challenges faced by internal training initiatives. By leveraging the expertise, flexibility, and diversity of programs offered by providers such as JHMA, organizations can improve their training outcomes, stay abreast of industry developments, and promote continuous learning and improvement. In doing so, they not only overcome training challenges but also position themselves for sustained success and lifelong learning.