3 Main reasons On-the-Job-Trainings fail

’Learning is for Life’’

Earlier, I had written on why on-the-job trainings (OJTs) are a must. Today, let’s understand a few reasons why OJTs fail. OJTs are important tools that are framed with a lot of thought process keeping in mind the development of employees for current and future needs of the organization.

Allow me to now lay down a few reasons on why OJTs fail to create an impact.

Considered exclusive HR initiative: It is true that the Human Resources department is actively involved in the scheduling and facilitating of OJTs. But then, that’s where their role ends. If OJTs are perceived to be an initiative by the HR then it is likely that employees may consider these as ‘another-box-to-be-checked’ and quickly gotten rid of. These trainings will not be taken seriously.

A sign of ineffective impact of OJTs is when the HR dept resorts to sending continuous reminders to employees on attending OJTs. Then you can take it for granted that something is not right.

Functional heads lack interest: When functional heads or even managers whose teams need OJTs do not show interest, then OJTs are likely to fail. Often times I have encountered situations where managers ‘complain’ about having ‘too many’ OJTs taking too much time from their teams.

It is important for the functional heads to keep their managers informed on how important OJTs can be both for them and their respective teams. It will also be important if managers are involved in the framing of OJTs; it allows for good feedback and helps schedule the trainings in a consensual manner.

Trainees lack interest: A major reason why OJTs fail is because the stakeholders, i.e., the trainees themselves lack interest. From communication gaps to bad trainers, forced completion of trainings to achieve KPIs and time limitations at work, the reasons can be many. To create the required interest, trainees need to be first briefed on the importance of an OJT and brought into confidence by their immediate managers.

As a professional, I would show least interest in a training if I have no idea on how it can benefit me. I will also be not interested if it’s just another training that is ‘mandatory’ but has no relevance to what I am doing. Education about the importance of OJTs is a must if organizations wish to reap the rewards, there is no short-cut.