Limit of training

This is a very interesting subject to discuss. How much training is sufficient for a job is a very good question to ask. We first need to determine the desired level of talent for a particular job and then do a gap analysis. Training is then designed to bridge the gap identified between the desired level and the actual level. It looks alright with but there is a problem with this model that is whether training itself can address the gap? lets talk a little bit about this.

Source: Emaze


We need to discuss this in two dimensions

1. No matter how good the training is there is always something else needed to bridge the gap! or in other words training itself is not sufficient!
2. Not all the training are good. Bridge cannot be narrowed by training because of the problems within the training itself. So what is the easiest and best way to address this point.  

Lets discuss these points.



No matter how good the training is there is always something else needed to bridge the gap! or in other words training itself is not sufficient!


I learned the following model in a HR course. This is not of course an universal model but explains new dimensions of talent which we have never thought before. This too gives the answer for the above question too. Why training along is not sufficient to bridge a gap? because training is mainly focusing on increasing the competency of an individual but it does not mean that it will necessarily develop the talent as there are two other elements that are contributing. Talent must be always visible and for that a contribution has to be made while the commitment for learning and doing things should also be exercised in the same time.  Without these elements addressed talent cannot be improved merely by training.

Talent = Competence(Cognition) X Commitment(Involvement) X Contribution(Real)

Not all the training are good. Bridge cannot be narrowed by training because of the problems within the training itself. So what is the easiest and best way to address this point. 

Best way to increase the effectiveness of training is to map it to a KPI or BPI. Kirkpatrick model is a beautiful and proven model for this. This is purely for evaluation of training. See below figure which is self explanatory. I think if we follow this model or a similar model which has the same context we can increase the effectiveness of the training we do and thereby narrow the gap between the desired level of talent and actual level of talent. 
 

So what is the learning for us here? first, training is not the sole solution for your gap analysis problems. And the second, if a training has not done any impact then think whether the problem with the training itself or other supporting elements. Thats it. Enjoy!