The Power of Training Trainers

HR Heads and L&D Specialists are always faced with the challenge of whether to outsource training to external trainers or build an in-house capacity for training.

There is no doubt hiring trainers who are specialists be it? in technical or non-technical areas, will support the enterprise to build the competence of those who attend the trainings, but there is great opportunity on building in-house capacity by training internal trainers too.

Training internal trainers offers a range of benefits that can significantly impact an organization's growth and efficiency:

Cost Savings: Developing internal trainers can be more economical over time than consistently relying on external trainers for every educational requirement. Once your internal trainers are upskilled, they can provide ongoing training, reducing the need for further financial investment.

Customization: Internal trainers possess an intimate knowledge of the organization's culture, processes, and specific needs. This enables them to design training sessions that are perfectly suited to meet the organization's unique demands and enhance employee skills more effectively.

Continuous Improvement: Being part of the organization's daily operations gives internal trainers a unique perspective, allowing them to collect real-time feedback, refine training content, and adjust programs to meet the changing needs and challenges of the organization.

Knowledge Retention: Internal trainers often have a better understanding of the organization's knowledge base and can effectively transfer this knowledge to new hires and existing employees. This helps in retaining institutional knowledge and expertise within the organization.

Employee Development: Serving as a trainer can be a rewarding experience for employees, providing them with opportunities for personal and professional growth. It can enhance their communication, leadership, and mentoring skills, ultimately contributing to their overall development and job satisfaction.

Cultural Alignment: Internal trainers are familiar with the organization's values, goals, and expectations. They can ensure that training programs are aligned with the company culture, fostering a sense of belonging and commitment among employees.

Overall, investing in training internal trainers can result in a more sustainable and impactful approach to employee development, leading to improved performance, engagement, and organizational success.

While training internal trainers offers numerous benefits, there are also some potential disadvantages to consider:

Time and Resource Investment: Training internal trainers requires time and resources to develop their skills and expertise. This investment may divert resources away from other priorities or projects within the organization.

Limited External Perspective: Internal trainers may have a deep understanding of the organization's processes and culture, but they may lack exposure to external best practices and industry trends. This could result in training programs that are less innovative or effective compared to those delivered by external trainers.

Risk of Burnout: Assigning additional responsibilities to internal trainers can lead to burnout if not managed properly. Balancing training duties with their regular job responsibilities may cause stress and impact their overall job satisfaction and performance.

Skill Gaps: Not all employees have the necessary skills or qualities to become effective trainers. Some may struggle with public speaking, communication, or interpersonal skills, which are essential for delivering engaging and impactful training sessions.

Loss of Productivity: Pulling employees away from their primary roles to undergo training or deliver training sessions can temporarily disrupt productivity and workflow. This may be particularly challenging for small teams or during busy periods.

Dependency: Relying solely on internal trainers may create a dependency on a limited pool of individuals. If these trainers leave the organization or are unavailable, it could disrupt training initiatives and hinder employee development efforts.

Resistance to Change: Employees may be more receptive to training delivered by external experts, perceiving them as unbiased and authoritative. Internal trainers may face resistance from some participants who question their credibility or expertise.

Despite these potential disadvantages, organizations can mitigate risks by carefully selecting and supporting internal trainers, providing them with ongoing development opportunities, and supplementing internal training programs with occasional external expertise to ensure a well-rounded approach to employee development.

Therefore, it is highly recommended to identify internal trainers for process improvement, systems development and hire external trainers for specialist requirements and? culturally sensitive issues.