The success of any Organization depends on the skill and capability of its employees. Training programs on an ongoing basis helps to update the knowledge and skills of employees as per the changing needs and business situations. However, employees sometimes resist Learning. Organizations find it hard to implement training programs successfully.

Resistance to change is a major barrier to learning. People are comfortable with what they are doing and may not always appreciate or understand how new methods of doing things will benefit them. If an organization introduces a new software program, questions might arise about its relevance and utility. Same thing might be true with the introduction of new equipment or process.

Learning takes additional effort. Sometimes employees are not willing to put in that extra effort to seek knowledge. It could be primarily because they do not understand the benefit of the knowledge. It could also be because the content is not relevant to their specific situation or is poorly designed and uninspiring.

Learning is beneficial to an individual particularly in the long run. However, people feel they are too busy to devote time for learning. They do not realize the long-term benefits that one get as an individual and perceive it as a burden imposed by the organization.

Some people may not be comfortable with self-paced learning as is the case with an eLearning program. They are either not familiar with the concept of self-learning or are too intimidated with technology to be willing to accept the format.

You need to identify these barriers to learning in organizations before you can develop a learning culture within the organization.