Training and Application Quadrant

 Training and Application Quadrant

1.No training Culture-Low Training- Low Application

This means we don't train much, and when we do, people don't use what they learn. This happens because:

·       Not enough money is set aside for training.

·       Leaders don't push for a learning culture.

·       People don't see the point – the value of training isn't clear.

·       Employees aren't interested in learning.

·       No one follows through – there's no commitment to using new skills.

·       No rewards are given for learning or trying new things.

 

2. A "Doer"- Culture Low Training, High Application

Even though formal training is lacking, employees are still applying new skills on the job.

The Challenges:

·       No Budget: There isn't enough money for training.

·       No Clear Value: People don't understand why formal training is important.

·       No Learning Culture: Management doesn't encourage or build a learning culture.

The Strengths:

·       Committed Employees: Staff are willing to figure things out and apply what they learn.

·       Experienced Team: Employees have hands-on knowledge they can rely on.

 

3. Take It Easy Culture- High Training, Low Application

Training happens often, but people don't use what they learn.

The Challenges:

·       Training as Fun: People see training as a break or social activity, not serious learning.

·       No Interest in Applying: Employees aren't motivated to use new skills on the job.

·       No Real Value: Training isn't taken seriously or seen as useful.

·       No Room to Apply: There's little opportunity to practice new skills at work.

·       No Follow-Ups: No one checks in after training to reinforce learning.

·       No Ownership: Employees don't feel responsible for putting training into practice.

The Strength:

·       Learning Culture: The company does value learning and offers plenty of training.

 

4. Committed Team- Culture -High Training, High Application

Training happens often, and people use what they learn.

What Makes It Work:

·       Training is a Priority: The company gives importance to learning.

·       Clear Value: Everyone sees why training matters.

·       Quality Partners: They work with trusted training providers.

·       Motivated Employees: Staff are eager and motivated to learn.

·       Strong Leadership: Leaders actively drive and support training.

·       Sufficient Budget: Money is set aside specifically for training.

·       Results Are Seen: People have experienced good outcomes after training.

·       Value in Applying: Everyone understands the benefit of using new skills.

·       Follow-Through Matters: Post-training activities help reinforce learning.

·       Rewards and Recognition: Employees are rewarded for applying what they learn.

Other Possible Reasons:

·       Training may also be driven by legal or statutory requirements.

 

M.L.Narendra Kumar