Challenges and Barriers to Enhancing Internal Training Capacity
Within the Training Metrics survey, respondents were asked to identify (from a list of options) challenges that they are currently facing in maintaining and/or enhancing their internal training capacity. The results are presented below. The bulleted lists are comprised of comments provided by survey respondents.
Staffing: Identified as a challenge among 69.2% of survey respondents
- Ensuring we have the right resources to design and deliver training is a challenge.
- The amount of required training compared to the number of learners is not ideal.
- Dedicated resources are lacking which can result in a lack of accountability.
- The application of new knowledge is challenged due to minimal staff sources.
- There is a lack of mentoring opportunities (not enough senior staff).
Curriculum Development: Identified as a challenge among 61.5% of survey respondents
- Enhancements and changes need to be made to our curriculum to support changes in technology, use of material, equipment or standards.
- Development of refresher training is a challenge.
Facilities: Identified as a challenge among 61.5% of survey respondents
- Training peaks within our organization, so we have lots of excess facilities in slow times but can be critically short at other times.
Obtaining Qualified Trainers: Identified as a challenge among 53.8% of survey respondents
- We have a pool of resources we use externally to support our training needs; we always need to keep up to ensure they are meeting the standards and internally to ensure those who apply to be temporary trainers can train, not just do the work.
- Instructional design requirements for trainers are a challenge. Current staff members are retiring and we are facing an inability to attract new workers due to pay and funds.
- Obtaining qualified trainers in some programs is difficult because of a shortage of qualified incumbents. Clients often want training on short notice to qualify new staff/temporary staff/etc., and this is done sometimes at the expense of training development.
Company focus: Identified as a challenge among 46.2% of survey respondents
Administration of Training: Identified as a challenge among 46.2% of survey respondents
- We need a fully functioning learning management system to support training administration and tracking.
- Scheduling training is always a challenge.
- Too many initiatives being implemented at once competes with training opportunities.
Technology Advancements: Identified as a challenge among 46.2% of survey respondents
Funding: Identified as a challenge among 31.3% of survey respondents (both utilities and solar*)
- Business planning continually challenges us to do more with less. Line managers can see classroom delivery, and it is easier to fund. They don't see the development work required to have and maintain a quality program.
- *Funding was identified as the most significant challenge to training by survey respondents from the solar energy sector.
Aging Equipment: Identified as a challenge among 23.1% of survey respondents
Ability to Obtain Training Content: Identified as a challenge among 18.8% of survey respondents (both utilities and solar*)
- *Ability to obtain training content was identified as the second most significant challenge to training by survey respondents from the solar energy sector.