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Estd Yr 2000 Arya 1st Old Campus REAP Code : 14

Admission Contact

Dr Arun Arya

+91-9314881683 +91-9829158955 1800-266-2000

Contact for Admission

Arun Arya

Prof. (Dr.) Arun Arya

Estd Yr 2000 Arya 1st Old Campus REAP Code : 14

Admission Contact

Dr Arun Arya

+91-9314881683 +91-9829158955 1800-266-2000

Contact for Admission

Arun Arya

Prof. (Dr.) Arun Arya

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CHALLENGES-FACED-BY-LEARNING-AND-DEVELOPMENT-PROFESSIONALS

Challenges faced by learning and development professionals

  /  Business   /  Challenges faced by learning and development professionals

Challenges faced by learning and development professionals

Ways to solve training and development challenges

Learning and development professionals are an asset to any organization. It is not an easy job as they deal with the human resource of any organization and are responsible for shaping its professional capabilities for the future. This industry has its fair share of challenges. There are some serious challenges including:

Restrained budget

Most professionals claim to be facing problems in their job due to a restrained budget of the organization. Budget limitations occur mostly due to budget cuts. Dealing with such unwelcomed changes and coping with these restrictions can hinder the performance of the experts of Top MBA Colleges. However, they try to work their way around such issues and try to find other alternatives.

Engaging and motivating employees

Another major challenge faced by learning and development professionals is that of engaging employees. Also, it includes convincing them to participate in such programs. They require great patience and flawless communication skills to convey the significance of active involvement in professional development activities.

L&D experts need to take care of each detail carefully. It includes learners’ needs and professional requirements or their interests and proficiency levels. Using the right software for executing and managing the learning program is also of great importance.

Limited manpower

L&D personnel makes a constant complaint about the lack of human resources and qualified staff to manage and execute their programs. Their entire team must run all learning and professional development activities. They motivate learners to actively participate in those activities and also maintain learner engagement.

View and illustrate ROI to the organization

Calculating and justifying a certain implementation of a training program is a tough task to crack. To calculate and show the impact of any L&D program in black and white is not always considered to be a realistic goal. However, it is quite challenging to show clients or the management of how a training program can help the organization retain employees or make more capital. L&D experts also need to demonstrate how any training can help employees meet a particular business need.

Orient to Organizational goals

According to the business goals of an organization, orienting any training program is quite a challenging task for L&D staff. Learning and development professionals need to tailor the training courses according to the business requirements and the organization’s work philosophy. In order to do so, they need to research and survey the needs of the learners. Also, it includes the capabilities of employees, and interests as well as the long-term and future short-term plans of the organization.

Educating learners about training

One important obstacle that L&D staff faces is the ongoing process of building awareness among employees and informing them about the benefits of their training. L&D staff realizes that employees can truly get involved in the development courses only if they are well-informed about the benefits of the training.

Learners need to see what perks certain training can provide them. It can be done through proper marketing and well-planned promotion, which can be quite a challenge.