Things You'll Need:
- Defined training need
- Employees
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Step 1
Conduct a needs assessment. In order to develop effective training, define what it is the employee is doing now, what it is you want them to be doing differently, and list the gaps in behavior, skills, or attitude.
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Step 2
Define the audience. Decide who will and who will not attend the training. You may decide that employees who are not current in the training role may need to be cross-trained, just so they understand how the entire operation works. Conversely, you may decide that the performance of only a few employees need intervention and the training class may be limited to a select few.
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Step 3
Decide on measurable outcomes after the training. Measurable outcomes begin with action verbs, and are verifiable, or measurable. For example, if you want to teach employees how to clean DVDs, a few of your measurable outcomes would include holding, cleaning, removing scratches and storing.
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Step 4
Design the curriculum and training environment. If you are not the person writing the training material, hire an instructional designer who will write curriculum for hands-on training. Request job aids as appropriate to the tasks.
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Step 5
Choose a trainer who does not like to hear him or herself lecture endlessly. Limit your training environment to a place where the participants practice the desired outcome repeatedly in a training room. The definition of training is hands-on practice.
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Step 6
Assess the training. Talk to the employees who attended the training. Verify the effectiveness of the training to determine if participants have changed their work behaviors.
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Step 7
Conduct ongoing needs assessments and embrace a proactive training stance. For years, corporate training reflected reactive, band-aid approaches to poor employee performance. Train employees before they begin the work, and they will perform better. If they do not receive training, and develop bad habits, it is counter-productive to offer training as a remedy.
