The training design process begins with a needs assessment to answer three questions.

Which new skills should be taught and why? $($task analysis$)$

Which employees have the need, motivation, and ability to learn those new skills? $($person analysis$)$

Can the new skills be taught effectively, and will they be used? $($organizational analysis$)$

As we're learning, employee training can be a viable solution to close skill gaps, increase motivation, and communicate changes in organizational strategy. Unfortunately, even with the best intentions, some of those training efforts might fail to accomplish their intended outcomes.

As you write your first response to this discussion, think about companies you've worked for or heard about that designed and delivered training that did not accomplish intended outcomes. If you don't know of an example from experience, search online for a recent example of failed corporate training.

Which of the following four reasons do you think was the most likely cause of the training failure? Why do you believe this was the cause? What would you recommend be done differently with future training to increase the accomplishment of intended outcomes?

Wrong problem: Training was designed to solve the wrong root cause or problem.

Wrong training: Training had the wrong content or used the wrong training methods.

Wrong trainees: Trainees did not have the required need, motivation, or skills to learn.

Wrong outcome: Expected outcome was not aligned with the company's vision, mission, or strategy.