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Flame Assignment

Assignment

Uploaded by

princekyle381
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Sheila Adhiambo Otieno

CB20/00130/23
BHRM 207
Take Away Assignment
When Training is Not the Best Intervention

While training is a common approach to address performance gaps, it's not always the most
effective solution. Here are some scenarios where training may not be the best intervention:

1. Performance Issues Stem from Factors Beyond Individual Knowledge or Skills:

 Organizational Culture: If a toxic work environment, lack of resources, or poor


leadership are hindering performance, training alone won't solve the underlying
problems.
 Systemic Issues: Inefficient processes, outdated technology, or unclear expectations can
significantly impact performance.
 Motivation and Engagement: If employees are demotivated, disengaged, or have low
job satisfaction, training won't address these root causes.

2. Training Is Not Well-Designed or Delivered:

 Poorly Aligned Content: If the training content doesn't directly address the specific
performance gap, it won't be effective.
 Inadequate Transfer of Learning: If the training doesn't provide opportunities for
learners to practice and apply new skills in their work environment, they may struggle to
transfer the learning.
 Ineffective Facilitation: A poorly delivered training session can disengage learners and
limit the effectiveness of the content.

3. Performance Gaps Are Due to Lack of Opportunities or Support:

 Insufficient Resources: If employees don't have the necessary tools, equipment, or


information to perform their jobs effectively, training won't solve the problem.
 Limited Autonomy: If employees are micromanaged or lack decision-making authority,
training may not be the best solution.
 Lack of Feedback and Coaching: If employees don't receive regular feedback and
support to develop their skills and performance, training alone may not be sufficient.

4. Training Is Not the Most Efficient or Cost-Effective Solution:

 Quick Fixes: If a performance issue can be addressed more quickly and efficiently
through other means, such as process improvements or changes in organizational
structure, training may not be the best investment.
 Limited Return on Investment: If the potential benefits of training don't outweigh the
costs, it may not be a worthwhile investment.

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