Why enterprise training is outdated

Traditional enterprise training is typically characterized by the following attributes:

Share This Post

Share on facebook
Share on linkedin
Share on twitter
Share on email

Traditional enterprise training is typically characterized by the following attributes:

  • It is a one size fits all model (same content, same training for all)
  • It is a periodic model (conducted once a year or once a quarter)
  • It is a one-time learning and assessment model (users will forget what they learnt after some time)

These attributes make enterprise training a highly boring, ineffective, and inefficient task with HR sending multiple reminders to complete the training. Eventually, it becomes a namesake check box with no real measurement or monitoring of actual outcomes. This scenario is common across all formats of training.

Each of the traditional enterprise training methods have the following challenges:

  • An in-person training session is a logistics nightmare (to get everyone in the same location / room at the same time) and a very expensive affair. 
  • Live online sessions have the benefit of allowing the trainer and learners to connect from anywhere. However, there is a time constraint – everyone must be available at the same time. 
  • Self-learning online courses do not have location or time constraints. However, everyone must go through the same content and complete a one-time assessment.

All of this means that current enterprise training is neither effective, nor efficient.

From a management perspective, there is simply no data on exactly what is the current knowledge level of employees or associates. At best, the only data available is perhaps that these employees completed their training x months ago. What is required is a clearly measurable and automated way to accurately assess knowledge/skill levels on a continuous basis and methods to identify and fix those gaps by topic, by group or by individuals. We simply need a real-time knowledge map of the organization and automated solutions to identify and fix those gaps.

In today’s fast changing, high attrition, highly distributed and remote working environments, we need training solutions that are: 

  • personalized for each individual (adapted to their needs and knowledge levels), 
  • engaging and easy to consume (bite-sized, any device access), 
  • measurable (identify gaps and fix them)
  • ensuring real outcomes and knowledge retention (not just namesake learning)

In short, enterprise training must be effective and engaging to make employees truly knowledgeable and productive in their jobs. The right solution must be simple and easy for the learner and measurable and monitorable for management at all levels.

Speak to our enterprise training expert

More To Explore


Building an agile workforce in Financial Services for the digital-first era

Financial Institutions(FIs) are witnessing a tectonic shift towards a digital-first approach, and the ongoing pandemic has further accelerated this shift. This blog outlines how FIs need to refresh outdated training processes and rewire the mindset of their employees to align with this change.