Training employees to re-skill, upskill, and improve on-the-job performance while not disturbing day-to-day operations can be a formidable challenge, especially in a rapidly changing business environment. You could be the founder of a startup, working as an L&D manager at a large enterprise, or be an HR lead in charge of the professional Training and development of several employees.
However unique each of these roles may be, the common bond linking these professions is their responsibility to effectively train and upskill their employees.
Most training objectives include the following:
- Promote the acquisition of new knowledge or information that helps them do a job efficiently.
- Ensure compliance with requirements mandated by legislation, regulation, or policy.
- Learn technical skills to sustain and enhance a business process
- Influence employee attitudes and perceptions toward improving performance
- Develop social skills, like leadership or teamwork abilities
Here is a step by step process that will help you create an effective Training and Development Program:
1. Study your Competition
In their quest for meeting their corporate goals, several enterprises put on blinkers and focus only on their targets. While this is a focused approach, it insulates a company from observing and learning from their competitors. Hence before any new initiative is undertaken there is a need to study what the competitors are doing. This is known as Benchmarking. This applies for training and development as well.
By utilizing third-party online market research surveys you can send out to your customers, prospects, vendors, etc to get actionable data on your customer service, product, and business process. This will provide you real invaluable information about how to structure new training and development for Business Development, Marketing, sales customer support, and more.
2. Employee Feedback
Another essential component of enterprise learning and development is Employees feedback. This data provides a clear picture of your organization’s processes and training needs at a grassroots level.
Your won employees may be able to shed more light on performance issues, outdated business processes, and other inefficiencies that may be hiding beneath the surface.
Conduct polls, surveys, and focus groups to gather employee feedback directly. They’ll appreciate your interest and provide valuable feedback about what could be improved or eliminated.
Another great way to collect employee input is to host a live webinar where you answer their questions in real time.
Moreover, a needs assessment employee survey can form a benchmark for determining the effectiveness of the training administered. You can conduct a survey post-Training your employees to measure if there has been a tangible increase in performance or skills.
3. Alignment with Business Goals
Most Management operating goals include- better performance, productivity, quality, or customer satisfaction, to name a few. Once you know the goals, as a HR manager you can design targeted programs. Additionally, look for others in your company who have needs that could be satisfied by training: Legal usually supports compliance training, marketing and sales might support training that promotes quality and consistency, and most departments will support supervisory skills training that promotes employee satisfaction.
Aligning training to business needs has a positive impact on the organization. The following are a few best practices in developing a training strategy:
1: Define the future requirement of the company.
2: Find the gaps between employee skills and enterprise requirements.
3: Set strategic training objectives to bridge skill gaps
4: Communicate training purpose and objectives to employees
5: Deliver the perfect training that is engaging, accessible, convenient, and suited to your target audience
6: Support a culture of continuous learning in the workplace
7: Measure and track employee progress to training and performance.
Design onboarding procedures and new-hire training that ensures employees will be knowledgeable, comply with regulatory standards and follow customer satisfaction best practises.
4. Create a detailed Training Plan
Every new business starts with a strategic plan. As a HR manager draft a plan for your training and development effort that includes the following in its roadmap:
- Clearly state the purpose and KPI’s of employee training.
- To identify the most appropriate training there is a need to conduct a Strengths, Weaknesses, Opportunities, and Threats (SWOT)analysis .
- There is a need to estimate all expenses to be incurred and construct a relevant budget.
- The benefits of employee training including the ROI has to be elaborated with specific metrics.
- The HR manager has to closely work with the finance teams and clearly display the most relevant numbers.
- The training schedule and its benefits have to be communicated to the employees through effective means of internal communication.
- Additionally, surveys have to be conducted post training to elicit employee feedback.
- Lastly a trial run of the training can help identify shortcomings and make suitable changes to the learning program before a Go Live date.
5. Culture that supports continuous learning
Companies need to implement a “life-long training” philosophy that focuses on skill acquisition, upskilling and employee satisfaction . Career advancement, promotions and hikes in salaries must be eligible to all those employees that excel in their on-the-job training.
Additionally, to foster engagement, certain successful employees could be offered opportunities to become trainers or SME and assist in reinforcing training to new colleagues.
6. Introduce Innovation in Training and Development
The learning and development programs provide a lot of opportunities for implementing creative elearning solutions. Various content and delivery methods have evolved and as a HR manager you can play around with stimulating employee training strategies until you find a perfect fit.
A few innovative employee training methods you can explore are:
Developing training techniques using gamified elements.Combining gamification in instructional design will enable you to create a training platform that will increase employee engagement and motivate them towards course completion.
Whether you plan to onboard employees through online courses, group projects or individual training make feedback an essential step of all staff training programs. Feedback is a tool of continued learning and an innovative way to increase employee involvement in training.
Using blended learning to deliver the right mix of instructor led training and online courses that meet various learner needs.
Interactive guides are relatively new technology too to drive knowledge retention and self paced learning. Interactive guides are divided into chapters and can be superimposed on a learning app. You can now onboard employees for software adoption or product expertise with step by step interactive guides. Moreover with a virtual assistant present in a system the employees can revisit training for any specific task and eliminate the need for retraining.
And as we all get more comfortable with technology, there’s a growing need to adopt the latest ideas. Nowadays there are apps, games, and easy-to-use video and editing tools that can be streamed to mobile devices. As a HR manager you need to research the latest trends online, network with other organizations and training professionals, and revise your programs to take advantage of the latest best practices.
7. Measure progress in Training and Development
Measurement of the ROI of employee training is a crucial step in a successful training programme. Enhancements to business processes that are correlated by training programs are referred to as “corresponding behaviors”. These behaviours are measured on the job to determine if employees actually learned how to perform according to the organizations objectives & goals.
Moreover, as a part of employee training the managers who had been the trainers are also required to monitor and evaluate employees’ performance several times during their introductory period. They can also provide constructive feedback and coaching to let employees know how they were doing in real time.
Training as an Investment
According to HR Magazine Companies that invest $1,500 on training (per employee) will see, on average, 24% more profit than businesses who spend less.
But how do you ensure that you are investing in the kind of training, with the maximum kind of return? How do you identify feasible training programs that will engage employees and visibly improve their performance? Also how do you track all this data easily?
Choosing a Learning Management System (LMS) like KloudLearn will help you Deliver impactful enterprise training with a simple, intuitive, and powerful Learning Management System. Create interactive training courses using a powerful course authoring tool. Increase learner engagement through Gamification and Social Learning. Track training progress using prebuilt reports and interactive dashboards. Host online training through the KloudLearn Zoom Integration. Offer your workforce a continuous learning experience with KloudLearn’s mobile application. Additionally, KloudLearn’s new free Content Library contains a vast collection of high-quality training courses that have been built and curated for your organization’s training needs. Feel free to contact us to learn more about how KloudLearn can help you transform your enterprise training and development.