Employee training is not universal and various companies require different types of employee training. But some common challenges arise when a training manager needs to provide personalized training to potentially hundreds of new hires at once. Can businesses offer effective training tailored to the individual needs of their employees and their needs? The answer is yes.
Among many practices that can dictate the success of employee training program success here in this blog, we will discuss 5 common best practices for designing effective training programs for upskilling employees in a rapidly changing environment.
- 1 Here are the Best Practices for Training and Development
- 1.1 1. Assess Employee Skill Gaps:
- 1.2 2. Define Clear Learning Objectives for Employee Training
- 1.3 3. Incorporate Multiple Delivery Modes
- 1.4 4. Adopt an Instructional Design Model
- 1.5 5. Engaging Training Program Delivery & Precise Evaluation
- 2 How to Develop a system for transferring your employees’ knowledge?
- 3 Quantify the Impact of Corporate Training
- 4 Techniques to develop employee skills with minimum cost and maximum effectiveness
- 5 Developing an effective training program with ECDL
- 6 Frequently Asked Question (FAQ)
- 7 Conclusion
Here are the Best Practices for Training and Development
Training plays a vital role in the success of an organization. While designing a development program for online learning or classroom training these practices are applicable to all sorts of learning and applicable for satisfying the training needs. Let’s jump right in.
1. Assess Employee Skill Gaps:
Any successful training program initiative starts by assessing the skill gaps first. To improve job performance and job satisfaction identifying skill gaps is important. Here are some ways to assess the skill gaps.
- Conduct performance reviews
- Use skill assessments
- Analyze job descriptions
- Observe employees at work
- Conduct surveys
2. Define Clear Learning Objectives for Employee Training
Define a clear learning objective and outcome when you design the training programs. The effective training process should involve a proper understanding between the trainees and the organization. As an employer, you need to be clear about business goals, what topics your employees learn, and how it will benefit them and the organization.
1. Start with a desired end in mind:
What would you like your employees to learn the corporate training? Define it at the start of your training so the end is clear in your mind.
2. Make sure your objectives are SMART:
SMART stands for specific, measurable, achievable, relevant, and time-bound. If you make sure your training is satisfying all these goals then it will not just motivate learners but also create a successful company’s training.
3. Use Action-Oriented Language:
Use action-oriented language for the learner to improve engagement. This will help your learner to understand what is required of them to achieve effectiveness.
4. Keep Objectives Short & Concise:
Once you have clear goals for the training break it down to small and achievable parts. This will make instructor-led training more effective.
5. Get Feedback:
Employee feedback is an important part of acquiring new skills in new employees or old employees. Also to elevate the work performance of trainees its important to gather feedback from the employees.
3. Incorporate Multiple Delivery Modes
Every employee learns in their own way. That’s why while you are creating training programs include multiple delivery modes. This may include in-person training, online courses, video tutorials, and on-the-job training.
When you apply multiple delivery modes in your training programs the rate of success goes up. Also, it is important to keep updated with the latest delivery modes to make your corporate training as effective as possible. Here are some delivery modes you can use.
- In-Person Training.
- Online Courses.
- Video Tutorials.
- On-the-job Training.
- Simulation Exercise
All these different methods of learning are designed to satisfy the learning need of different learners. You can incorporate the methods as per your training need assessment and make your training materials unique and effective.
4. Adopt an Instructional Design Model
Instructional design is a framework that instructional designers use to analyze, design, implement, and evaluate a successful program. For an effective hands-on training program, there are many instructional design models available each having its own set of strengths and weaknesses. Here are the top 5 recommended instructional design models widely used in the market.
- ADDIE Model: ADDIE stands for Analysis, Design, Development, Implementation, and Evaluation. This is a step-by-step process of having a linear model.
- Dick & Carey Model: This kind of instructional design model is a more cynical approach focusing on a formative evaluation.
- Gagne’s Nine Events of Instruction: This is a model of instructional design that focuses on cognitive processes involved in learning.
- Krathwohl’s Taxonomy of Educational Objectives: This is a model that classifies learning objectives into four different domains. The domains are, cognitive, affective, psychomotor, and social.
- SAM Model: SAM or Successive Approximation Model is an iterative process involving collaboration between the instructional designer, subject matter experts, and different stakeholders to meet the learners learning objectives based on company needs.
Here we have had an overview of different instructional design models. You can adapt to any of these models depending on your need of instructional design to drive the most value.
5. Engaging Training Program Delivery & Precise Evaluation
Delivering engaging training is one of the most important objectives of any training. Here is how you can deliver the training in the best interest of the learners.
- Keep yourself enthusiastic and passionate about the topic you are teaching.
- Combine storytelling and humor to create an engaging environment.
- Use illustrations and visuals as your training materials.
- Effective ways of learning also include audience engagement. Ask questions and feedback in real time from your audience.
- Provide opportunities to practice the terms taught in the training.
- For improvement, also use your feedback as a trainer to the learners.
How to Develop a system for transferring your employees’ knowledge?
During training, you should develop a process for transferring employee information. Consequently, organizations should develop processes that enable workers to share their knowledge and skills with colleagues. The idea may be a knowledge management system or a mentoring system where staff learn from each other’s experience.
The development of such systems can foster a culture of learning and continuous improvement. This will assist with developing an awareness of ownership toward work. Here are some tips to develop a system for transferring knowledge.
- Identify the knowledge that needs to be transferred to your employees.
- Choose the right method of transferring knowledge. It can include on-the-job training, formal training, blended learning, e-learning, and community learning for team development.
- Create a culture of knowledge sharing. Recognizing and rewarding employees with knowledge sharing, making an environment where transferring knowledge is easier, creating opportunities to share knowledge, and acquiring new skills can be some of the ways to develop a system for that.
- You can also introduce technology when it comes to measuring the effectiveness of learning. Some of the ways you can do it are: tracking performance, surveying to get employee feedback, and conducting focus group discussions.
Quantify the Impact of Corporate Training
‘ROI’ is a buzzword that many of our stakeholders are obsessed with. Often the ROI is hard to prove a training program is worthwhile. There are a number of ways to quantify the impact of corporate training programs. Here are some ways to do it.
- Tracking employee performance and looking for improvements in metrics.
- Surveying employees about their feedback and what could have been improved.
- Focus group discussions are another good way to quantify the impact of corporate training.
- Identify the ROI if it has benefitted the organization overall.
Techniques to develop employee skills with minimum cost and maximum effectiveness
From an organizational point of view, it’s always important to ensure the employees get maximum skills effectively at a minimum cost. But how? Here are some ways of achieving maximum learning outcomes at a minimum cost.
- On-the-job training.
- Communities of practice.
- Job rotation.
But it’s always mentionable that there is no fixed way to achieve maximum effectiveness. It always varies from organization to organization depending on addressing the specific needs.
Developing an effective training program with ECDL
While it’s important to drive maximum value out of each training, it’s very tough to ensure all the components required to do so. Enroute Center for Development Limited (ECDL) is a Bangladesh-based training and development organization with a diversified training portfolio under its belt that can ensure you get the most out of your training while guiding you throughout the way. When you will collaborate with ECDL, you won’t require any prior experience in conducting training and development programs.
Frequently Asked Question (FAQ)
1. What are the 5 parts of training design?
There are many parts to designing a successful training depending on needs analysis. But here are the 5 essential parts of designing a successful training used commonly,
- Training needs assessment
- Design & planning
- Development of the training materials
- Implementation and
2. What are the five key principles in developing an effective training strategy?
The 5 key principles behind developing an effective training strategy are,
- Align with business goals.
- Focus on the learners.
- Use a variety of training methods.
- Measure effectiveness.
- Take learnings & continuously improve.
3. How to ensure that the training program is relevant to employees’ needs?
To ensure the training program relevant to the trainees, the first and foremost method is a detailed employee need assessment. Where an organization needs to strengthen and where new capacity needs to be developed can only be identified by a thorough training need assessment.
When you will gather the correct information from your TNA you will be able to design and develop a relevant training program. After completion of the training, you need to gather feedback on the training. Combining all these data and information you will be able to ensure a relevant program according to employee need.
4. How can I ensure that my training program is engaging for learners?
The best way to ensure that the training program is engaging for the learners is by introducing a variety of methods such as interactive activities, group discussions, and using real-life examples. Additionally, you can introduce visual elements such as videos, animations, or infographics which might be visually appealing.
5. How long should my training program be?
The length of the training program depends on the level of complexity of the training topic and the level of proficiency you would like your trainees to achieve. Complex topics require a more rigorous drive and also require trainees to commit more time than usual.
6. Is it important to include instructional design in training?
Instructional design is essential for creating a well-structured, effective and engaging training program for the learners. The instructional design also ensures that the training program is more engaging and effective. It will also help you to divide the training into small measurable outcomes that will ensure your training achieves the goals it is supposed to serve.
7. What is a corporate training program?
A corporate training program is a structured program designed to help employees learn and develop new skills. It typically involves a combination of classroom instruction, on-the-job training, and online learning courses. The goal of corporate training programs is to equip employees with the knowledge and skills they need to be successful in their job roles.
Corporate training programs are tailored to the needs of the organization and its employees. They may focus on specific topics such as customer service, communication, or leadership development depending on the company’s long term vision. They can also provide general education about workplace safety, compliance regulations, or industry trends.
By investing in corporate training programs, organizations can ensure that their employees have the necessary skills to perform their jobs effectively and contribute to organizational success. Corporate training programs can also help improve employee morale by providing opportunities for growth and development.
8. What Is the Goal of Employee Training Programs?
The goal of employee training programs is to equip employees with the knowledge, skills, and attitudes that will enable them to perform their job roles effectively. By investing in training, employers can ensure that their staff have the necessary skills and competencies to provide high-quality service to customers and carry out their duties efficiently.
Training also helps to keep employees up-to-date on industry trends and best practices, as well as providing them with the opportunity to develop professionally and grow within the organization. Training programs can help employees build confidence in their abilities while also increasing motivation and engagement at work.
Overall, employee training is an essential part of any successful business; it helps ensure that staff are properly equipped with the right skills for their roles and provides a platform for professional development.
9. What are the key components of a successful corporate training program?
A successful corporate training program is one that provides employees with the knowledge, skills and abilities they need to effectively contribute to the organization. The key components of such a program include:
- Clear Goals: Establishing clear goals for the training program will help ensure that employees understand what is expected of them and can measure their progress throughout the training process.
- Engaging Content: Training materials should be engaging and relevant to employees’ roles and responsibilities within the organization. This will help ensure they remain focused on learning and applying what they have learned in their daily work.
- Quality Instruction: Quality instruction is essential for any successful training program. Instructors should be knowledgeable about the topic being taught, able to clearly communicate concepts, and use methods that are well-suited for adult learners.
10. How can corporate training programs be tailored to different learning styles?
Corporate training programs can be tailored to different learning styles by using a variety of methods. For example, visual learners may benefit from the use of charts, diagrams, and videos to help them understand the material. Auditory learners may respond better to lectures or audio recordings of the material. Kinesthetic learners may benefit from hands-on activities or simulations that allow them to apply what they are learning in a practical way.
It is also important to include elements of collaboration in corporate training programs so that all types of learners can benefit from each other’s knowledge and experience. Group discussions, team projects, and peer-to-peer learning can help ensure that everyone is engaged in the material and able to apply it in their own unique way.
Finally, it is important to assess the effectiveness of corporate training programs on an ongoing basis. This will help you identify areas where additional resources or support may be needed for different types of learners.
11. How can technology enhance corporate training programs?
Technology can be a powerful tool to enhance corporate training programs. It can provide an engaging and interactive learning experience, allowing employees to learn at their own pace and in their own way.
Technology-based training programs can also improve the effectiveness of traditional classroom-based instruction. By providing multimedia content, such as videos, audio recordings, and interactive quizzes, companies can ensure that employees are better able to understand and retain the material they are learning. Additionally, technology allows for more dynamic feedback loops between instructors and learners, enabling more efficient assessments of employee progress.
Finally, technology-based corporate training programs enable companies to reach a much larger audience than traditional methods allow. With online courses, companies can offer their training materials to employees located anywhere in the world. This not only increases access to valuable resources but also gives employers the ability to track employee progress on a global scale.
12. How can the effectiveness of corporate training programs be measured?
Measuring the effectiveness of corporate training programs is an important part of ensuring that employees are receiving the best education and development opportunities. There are several ways to measure the effectiveness of a corporate training program, including:
- Reaction: This measures how participants reacted to the training program. This can be done through surveys, interviews, or focus groups.
- Learning: This measures what participants learned from the training program. This can be done through pre- and post-tests, or through observation of participants’ performance on the job.
- Behavior: This measures how participants’ behavior changed as a result of the training program. This can be done through observation, self-reports, or performance reviews.
- Results: This measures the impact of the training program on the organization. This can be done by tracking metrics such as productivity, customer satisfaction, or sales.
13. How can employee engagement be maximized during training initiatives?
Employee engagement during training initiatives is essential for successful outcomes. Here are a few tips to maximize engagement:
- Make sure the training is relevant to employees’ job roles and interests. If employees can see how the training will help them in their day-to-day work, they will be more likely to engage with it.
- Encourage active participation and collaboration among learners. This could include group discussions, problem-solving activities, or team projects that require learners to think critically and apply what they have learned.
- Provide opportunities for feedback throughout the training process so that employees can give their opinions and suggestions on how the initiative can be improved upon. This will help make the experience more meaningful and engaging for everyone involved.
14. How can training programs be aligned with organizational goals?
Training programs can be aligned with organizational goals by ensuring that the program objectives are closely tied to those goals. To do this, it’s important to start by understanding the company’s mission and vision, as well as its current strategies and initiatives. This will provide a clear roadmap for developing a training program that is tailored to the organization’s specific needs.
Once you have identified the desired outcomes of the training program, you should develop a plan of action that outlines how these objectives will be achieved. This should include an assessment of existing resources and capabilities, as well as any gaps in knowledge or skills that need to be addressed. The plan should also identify the activities and tasks required to ensure successful completion of the training program.
Finally, it’s important to measure progress against established objectives throughout the duration of the training program. This will help ensure that employees are gaining the necessary knowledge and skills to support organizational goals, while also providing feedback for future improvement.
In this article, we have shed some light on the necessary things you need to look out for when you are en route to ensuring an effective training program that satisfies your business goals. It’s mentionable that every organization has different needs. So don’t be a stiff mind while designing and developing the training programs.