Making Training Obsolete


no training

Many organizations have made a conscience decision to remove all forms of employee development from the workplace unless it is a compliance requirement to operate. This means that each and every employee within that company is responsible to figure it out on their own.

The savings that would have been spent to develop people can now be directed toward the recruiting process and the ever revolving door that a company of under skilled employees creates. Arrogant management that finds it digestible to pass on development, and recycle employees is outright disgusting, and yet very few have the backbone to push for change.

There are many organizations that have top rated talent development processes, and I applaud every effort they make to remain vibrant and a true business partner. Yet these same organizations are also staffed with enlightened senior and executive management that fight for their employees and personally are involved in the learning culture. They want both their employees and their company to be successful.

There are even more organizations that have a training function that is so incompetent that they often do more harm than good as they create facades that management are fooled by, because who wants to take the time to evaluate the training function for any kind of return on investment. They make for great window dressing, but very little change to the overall operation. Honestly, the company would do better to close up these ineffective operations if they are unwilling to fix them.

So if your organization has decided to make training obsolete, have you figured out where the money saved is being spent? Does it go to profits that are passed on to shareholders? Does it go toward parties, bonuses, salaries and other perks for the bosses? Maybe it is invested in research & development, or marketing & advertising

A company that operates without regular talent development is also operating with a short term mentality. This means that there are no long term career options, and the company itself is a short term player in the market. Personally I would not work for or invest in any company that has made training obsolete.

Would you?

Do You?

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