The process of hiring employees for your organization is just like firing a gunshot at the beginning of the race. But turning your new and existing employees into long-term future top-performers isn’t mere sprint but a marathon. It takes huge amount of effort, coordination and planning to reach the finish line, and everyone needs some kind of development and training plan. Once you successfully manage to hire employees, they are then handed over to the managers responsible for training and development of employees.
While the whole idea of streamlining training is simple and easy (imparting wisdom and skills into existing employees and new inducts to help them carry their responsibilities in a better way), the implementation isn’t as easy as it sounds. You have to have the right set of skills, role centric responsibilities and how to enforce discipline and organization’s culture amidst all. So, as everything continues to evolve around us, it is important that individuals responsible for development and training of staff know what it takes to streamline trainings at workplace.
Here are some ways that you should take into consideration for streamlining training at workplace for your employees.
Develop a Game Plan
First things first, get your hands on a solid training program. Every role of your organization should be self-explanatory and at the same time every department needs different kinds of skill matrix and expertise. You have to have a plan for each member joining your team to make sure they get equal attention and training opportunity. You can also seek help from professional quiz maker. These are custom made quizzes for training. This helps in memory retention of the employees. Following are some tips that can be incorporated into the organization’s development and training plan:
- New joiners must be notified about any training session for beginners so that they come well prepared.
- Help the new inductees understand your internal acronyms and jargon.
- Identify and assess who lacks what skills before it starts affecting their performance.
- Take employees input and feedback and encourage them to create a training plan of their own.
- Collect feedback of the participants posts training program to minimize loopholes for the next time.
Come up with a grand master list of the entire training programs you wish to conduct. Segregate which training program would work best for the new inductees or beginners and which training session is of more advanced level. Are you well equipped with trainers who ace in their subjects? Which staff member or stakeholders would need to be consulted before the final implementation of the training program? Do some training program have prerequisite formalities?
Create Digital Forms
Any training session has clearly two parts. One being the logistics that is managed in the background, the other is registration of the participant. For managing the logistic matters, you have to gather some important information on a training specific form.
The venue where the training will be conducted? What will be the duration of the training? Who should be contacted for prior approval of the training? However, for the registration of participant, you might need a different form altogether. But if you maintain a system for workflow management then extracting basic information like ID number, name and other important details should not be a problem.
Also, every training session may need a unique policy information and pre-questions. So make sure to avoid repetition.
Once your forms are good to go, think about creating workflows that you may need later on. Who has the authority to approve sessions for training and development? Who approves and finalizes the list of participants? When does the administration require approval for preparing the training room? Does the training require any travel requests or procurement of supplies material request?
When finalizing the workflow, get input of all stakeholders and team members so that no one feels left out before training at the workplace.
For participants, the prepared workflow chart should include information like overview on training sessions, trainer’s details, time and venue and other important steps including participants’ views and feedback at the end of the training session.
How to Pick the Perfect Workplace Training Methods
While it may feel out of this world to have quite a few options for opting the best training methods, picking the right one for your employees is a crucial decision that you need to take wisely. It doesn’t really matter the amount of budget you allocate for the trainings if it does not serve the purpose of correctly training your employees.
Here are 2 points to identify the most effective employee training methods for your training program.
What Is The Purpose Of The Training Program?
Your initial step clearly elaborates the true objectives of your intentions towards conducting a constructive training program simply because some training procedures for your staff members may not suit each one of them.
Such as, training sessions that are more classroom-based. This type of training session is good for delivering company-employee relation policies and information. Yet, the similar method won’t work well in educating supervisors on how to tackle with wrongdoings and misconduct in the workplace. Scenarios, case studies and role plays suit well in this case.
When there is a need to develop existing or new skills, eLearning and interactive training are often the most effective. When looking to shape certain workplace behaviors and planning for succession, on-the-job training methods like coaching methods are considered to be more effective for on-the-job trainings.
Implement and Measure Success
Streamlining a training program at a workplace for employees is just the beginning — how the program is implemented is also important for its overall success, especially for its longevity. Reachable and measurable goals are one of the key ways to conduct a reasonably good training system. But you need to make sure that your employee’s progress is measured and monitored some way or the other, and by observing positive outcomes, everyone — employees, managers and executives, managers — have a better understanding of the program.
You must come up with crystal clear expectations for your staff members. Vague clues regarding their future prospects won’t help and can backfire in the near future. Help your employees and let them understand the true essence of training and development for both their personal growth and company.
Employees who come under the senior generational categories may prefer the conventional training method more comfortable than many new eLearning trainings. The training methods used for social learning are found to be more effective in society and cultures where community and shared values are given edge over competition or individual goals. It is observed that trainings that are done online are more suitable for employees that are dispersed geographically.
For organizations to thrive, survive and to stay in the limelight, they should keep developing the skill set of their employees and must motivate them for workplace learning. As long as the methods and procedures you choose serve the purpose, your budget, audience and training program would leave a huge impact on the professional life of your employees. To benefit from the goodness of continuous training and development sessions, you must have a properly streamlined training plan for your workplace to experience that learning journey.