6 Essential Steps To Creating An Effective Training Program
Updated: Feb 11, 2019
Where to start from?
1. Identify training needs first
Before designing any training program, it is important to first assess training needs. This can be done by carrying out a skills gap analysis. This is how you can structure your analysis:
Once training needs and desired skills are identified, you are ready to plan your employee training program.
So what's next?
2. Set your objectives
Training can be costly and time consuming. Therefore, it is highly important to be clear about the goals that you want to achieve through an employee training program. You need to set goals based on the identified gap between the skills needed and the skills your employees currently offer. You can ask questions from yourself like:
3. Include your employees in the game
Ask your staff what skills they would like to learn and involve them in the designing phase of the training program. Employee training program works better if it is shaped by your employees. Ask your employees questions like:
· What would make you feel more confident at your job?
· What learning methods work best for you?
4. Consider what training options you have got and select the one that is in line with your needs
Consider options available to you as different training programs addresses different needs, outcomes and budgets. Firstly, You may need to decide whether you need to train employees individually or in teams. If individually, then the training program will be tailored to individual needs and performance requirements.
Next you need to decide whether you want to achieve your objectives by designing an internal training program or using an outsourced program. In-house programs require considerable amount of preparation but are customized to your needs. Outsourced programs, on the other hand, are delivered by professional and experienced trainers, however they are generic and available to all businesses.
Once you have decided between in-house and outsourced program, you may want to choose between classroom style vs workshop style, in-house seminars vs industry conferences, skill-based training vs management training.
5. Assess employee training programs Once a training program is delivered, results need to be assessed. A training program is not complete until results are measured. You need to review your training program and redesign if they do not meet your intended objectives. Using employee feedback is crucial at this stage. You need to ask employees:
· What did they learn from the program?
· How will they apply newly acquired skills or knowledge on the job?
· What did they like about the program and what needs to be improved? 6. Track improvements in employee performance Effectiveness of the training program must be evaluated by tracking improvements in employee performance.
It is always productive to have training programs as part of a routine in small chunks as compared to a one-time session. Have a learning and development culture within your organization to motivate employees towards seeking professional and personal development.
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