The world economy today is at its lowest point in years. As more companies look for ways to cut costs, training budgets are shrinking. Unfortunately, this is proving to be detrimental to many organizations.
Training is a crucial part of growth and development of employees and organizations as a whole. However, for any training program to be justified, it has to ensure a return on investment. Herein are some effective tips for a successful training program.
Decide if a training program is necessary
This is the first and most important step before developing any training program. Organizations must conduct a performance analysis to determine whether training is the best way forward. Sometimes training is not the only way to prepare employees for new responsibilities.
Many factors have to be in place to improve performance. These include clear job expectations, clear performance feedback, adequate environment and tools, motivation and performance incentive as well as organizational and administrative support. A detailed performance analysis will aid in identifying any challenges about these factors. A training program is necessary when lack of knowledge and appropriate skills causes a performance deficit.
Decide the Type of Training Needed
Organizations should implement training programs before problems arise. They have to identify what is necessary for employees to complete their tasks in a productive manner. New hires will need basic training while seasoned workers will only require refresher training. Determining what kind of training is necessary is vital to preventing unnecessary practice.
The best way to do this as a manager is to consult your employees. Workers often know what is needed to do their jobs better. They are three main types of training as listed below.
- On the job training by Peers/Group training by Management.
- Live instructor lead training by an outside professional.
- Electronic instruction video based/computer assisted.
Each type of training has its advantages and disadvantages. A good training program must address each organization’s knowledge and skill needs.
According to Edwin A. Locke’s principals of cognitive theory, setting goals is crucial for learning. All training goals should be set based on the deficiencies in knowledge and skills. An effective training program should incorporate both short-term and long-term goals that are clearly stated.
For instance, a clinic looking to prevent infection can set training program goals as follows. The long-term goal can be to reduce incidences of clinic-based infections by a set percentage. The short-term goal, in this case, is to ensure all workers can perform infection prevention practices according to the established standards. Evidently, clearly defined goals will pinpoint what employees have to do or stop doing.
The learning objectives must reflect on the knowledge and necessary skills for each job task. They will define the performance that employees should demonstrate as a result of the training program. It is good practice to have these goals written and well understood before the training program begins.
Conduct the Training
Most organizations employ the services of outside professional for employee training. The choice of trainers is critical to the success of any training program. Employee training should be undertaken by professionals with the knowledge and expertise in the given subject areas. Old School New Body pdf is a great example when it comes to training and exercises.
Their experiences and skills should match the deficiencies that affect the respective job groups. The trainers should have a grounding in adult education techniques. The chosen training methods should allow for employee participation in the training process to the extent possible.
Evaluating the Effectiveness of the Program
This final step is necessary to gauge the performance of any training program. Evaluation after the completion of training helps to determine the amount of learning achieved. Checking the pre-set objectives against employee evaluation worksheets will discern if training productivity. The employees should be able to use the skills they learned.
Managers can assign supervisors to observe the employees and ascertain if they are doing their jobs right using the new skills. Note that if the workers failed to understand the information they acquired during training, they will not use it. Through evaluation, managers can be able to modify and improve a training program.
It is paramount to document all training procedures, tests, and evaluations. It may be a paperwork nightmare but will come in handy in case of legal challenges and audits.