Barriers of Applying Gained Knowledge of Training Programs in Organizations
A presentation delivered at 3rd Symposium with the theme “Professional Training in Developing Human Capital”, 17-18 September 2013, Riyadh, Saudi Arabia organized by King Khaled Eye Specialist Hospital
Capacity building programs aim to provide the human resources of organizations with the right knowledge that will enable them to perform their tasks, improve their skills and capabilities to innovate in their activities. Although all kind of trainings (on the job, public, etc.) help in providing the knowledge and skills, but still organizations may suffer from the lack of applying the gained knowledge in achieving the tasks, not to mention the lack of creativity spirit.
This is because the lack of knowledge and skills are not the only barriers in utilizing the knowledge in organizations. Such novel skills and knowledge to organizations are considered as changes or innovations and have more barriers than the lack of knowledge (do not know) which is the first barrier in overcoming innovations. The other three barriers are the lack of will (not willing to do), the lack of capability (cannot do) and the lack of permission (not allowed). Although these four barriers might seem trivial, but the lack of knowledge is the easiest to identify through training need assessment and get solved. The other barriers involve several factors that cannot be easily identified without understanding the organizational culture, strategies, or policies. Even if these barriers are identified, trainings alone can solve them.
In order to identify those barriers, they must be included in the training or capacity building need assessment process where:
– The lack of capabilities in general can be identified through the availability of human and financial resources and can be overcome through providing those resources.
– The lack of permission can be identified through the organizational culture, policies and regulations which can be overcome by changing the organizational policies to utilize the gained knowledge.
– The lack of willing can be identified with personal characteristics or needs which can be overcome by identifying those needs and reducing their effects.
– The lack of knowledge can be recognized through the traditional training need assessment which identifies the technical knowledge and offer the right training program.
In my presentation I will highlight the different four barriers and how they can be identified. I will discuss the opportunities of overcoming them to complement the training and knowledge acquisition as part of the capacity building programs. Besides that I will show case one of my capacity building projects and how I utilized the four-barriers concept to develop that program.
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