How to Use the Strategic Training of Employees Model
The Strategic Training of Employees Model (STEM) is a framework that allows human resources departments and management staff to meet the training needs of the organization while working within constraints, such as time, money and lack of training resources. STEM is often used to determine the most appropriate training methodologies and to conduct continuous evaluation of training methods.
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Instructions
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Determine your strategic objectives. Your strategic objectives may be specific, such as enabling all management staff to be able to lead a client presentation, or broad, such as improving the productivity of your manufacturing department.
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Conduct a task analysis to determine specific skills certain employees need in order for your organization to meet its strategic objectives. Determine which employees need to be trained, and the specific tasks they will need to master to perform the functions of their jobs.
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Identify training methods that could be used to provide your staff with the necessary skills to meet your objectives. On-the-job training, e-learning and classroom training are several possible training methods.
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Identify career development opportunities that could build upon your staff's skills. For example, bringing in a specialty consultant to lead a training seminar or offering opportunities to send managers to regional conferences are possible career development options.
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Determine which training and career development methods will be most effective in meeting your needs. Classroom training is not the best choice for instructing production staff how to operate a machine, for example. Use logic and adult learning theories, such as social learning theory, which states that people learn by modeling others, to determine which training methods are best suited to your current needs.
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Examine your most effective methods in relation to your training resources. Sending managers off to a regional conference could be quite expensive and less effective than bringing a consultant in-house to conduct training. Eliminate possibilities that are out of reach due to organizational constraints, such as being too costly to be implemented or requiring too much time to conduct. Continue this elimination process until you have identified one to three training strategies that can be implemented.
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Design the content and logistics of your training. Refer to the task analysis you conducted after deciding on your strategic objectives to create task aligned training content. By focusing specifically on the core skills that need to be taught, you can eliminate wasteful spending on training activities.
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Tips & Warnings
It is always a good idea to conduct continuous evaluations of your training methods. Despite your best planning efforts, you may find that your training is coming up short or your objectives are not being met. In this case, revisit the STEM process to identify a new training procedure that fits within your constraints.
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Chamroeun Sosivann
