L&D professionals are already familiar with the challenges associated with training employees that are working in a corporate environment. With a bigger workforce to train, these challenges are even more amplified in larger enterprises.
Not to forget, training a large enterprise workforce also comes with its own unique challenges. In this article, we will discuss the most common enterprise training challenges and how said challenges can be surmounted with only a little extra effort.
Without further delay, let’s look at the most common (and biggest) enterprise training challenges:

Personalised Training

With a large workforce, it is easy to imagine how personalised training can prove to be a challenge. In fact, many organisations consider it to be an impossible task and simply opt for the easy way out, generic training for all their employees.
However, any L&D professional would tell you that a one-size-fits-all approach seldom works. It is important to understand that your workforce, no matter how large, comprises of unique individuals that have their unique learning habits. Moreover, each individual has certain (unique) personal objectives associated with the training they receive.
That being said, personalising training for hundreds of individuals is no joke. The simplest way to do it is to segregate your intended audiences in separate categories. Once that is done, deploying relevant training material for each category becomes easier.
For instance, employees working in the customer success department will receive different training than employees working in the marketing department.
With the right corporate training solutions in place, you let learners create their own personalised profiles and pursue the learning paths that align with their personal development needs.

Addressing Cultural and Linguistic Differences In A Diverse And Dispersed Workforce

Multinational enterprises employ individuals from different cultures and walks of life. In most cases, your workforce comprises of individuals working out of different regional offices. Perhaps, some of them are working remotely from their home offices.
Your training infrastructure and content should address these differences. Doing so is easy when you have the right elearning tools at your disposal. Modern authoring tools let you convert existing training content into different languages.
Add a dependable learning management system (LMS) to the mix, and you get a platform where learners can access training content in their native language and choose a learning path that aligns with their unique learning needs and habits.

Tracking The Effectiveness Of Training

Most learning management systems offer basic tracking capabilities that allow instructors and managers to track how each employee interacts with the training material. Similarly, modern LMS is loaded with assessment capabilities that let instructional designers create quizzes and questionnaires to evaluate each learner’s performance.
While these tools are extremely handy, using them to track the progress of hundreds of learners can prove to be an administrative nightmare. Specialised enterprise LMS that comes loaded with the ability to customise reports and automate assessments are a great solution to this problem.
With that said, LMS with complex abilities often requires some level of technical expertise to master. For this reason, it is advisable to try out a few LMS to find the one that aligns with the needs of your organisation and the technical capabilities of your L&D team.


Training a large workforce requires learning administrators to develop training content that both aligns with the needs of the organisation, along with the needs of learners. Introducing personalisation and consistent training experience across the board can often prove to be a significant challenge. However, with the right strategies and tools in place, the same can be achieved with relatively fewer efforts.
Do you face any enterprise training challenges that are not mentioned in the article? Share them with us in the comments!

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