7 Rules of a Successful Training Program in a Business
Most organizations utilize training in some form, from training new employees on job tasks to providing advanced professional development. Ongoing company training enhances productivity, efficiency, creativity and innovation. Successful training programs have several key components allowing for effective education and learning. Trainers should be educated in learning theory, curriculum development and assessment.
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Have Stakeholder Support
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Training initiatives should have the support of senior management and other key personnel. Top-down support provides a framework for positive reception and develops a company culture that values education and knowledge-sharing. Training objectives, time lines and other components should be clarified with key stakeholders and should support the goals of the organization.
Develop a Roadmap and Time Line
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Individual training initiatives support a larger education and learning agenda targeted at achieving company goals. A training road map outlines session goals and learning objectives and clarifies how each session supports the larger mission of the training program. A time line, detailing session timing, schedule and training personnel, should accompany the training road map.
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Conduct an Audience Assessment
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Audience assessment is necessary to design training sessions that will effectively resonate with trainees. Trainers should evaluate knowledge about the subject, skill level and abilities, immediacy of training needs and availability of the audience. Using the audience assessment, training curriculum is tailored to meet the needs and abilities of the audience.
Have the Right Tools
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There are many learning tools available to trainers that will effectively facilitate and enhance training. Some training tools are relatively simple, such as white boards, while others are technological and aid distance communication and stimulate interest, such as online virtual environments such as Second Life. When selecting tools, trainers should evaluate the audience, training needs and situation to determine those tools appropriate for the session.
Consider Outsourcing
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While many companies handle the bulk of their training in-house, some training needs are best handled through outsourcing. Topics that require specialized knowledge that in-house trainers lack should be outsourced to trainers skilled in those areas. When selecting an external trainer evaluate credibility, expertise, training style and experience.
Evaluate and Benchmark
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Training initiatives require evaluation to determine success. Evaluation metrics include surveys, productivity assessments and sales and profit data. Trainers should maintain ongoing evaluations to track key metrics over time and determine change. Evaluations are used to establish benchmarks for success, indicating appropriate goals and outcomes.
Follow Up
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Effective training goes beyond individual sessions. Trainers should conduct follow-ups with trainees to determine if knowledge is being retained and applied. In-person discussions, email and online meetings can all be used to communicate with trainees and determine training application, effectiveness and usefulness.
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References
- Photo Credit Three office workers image by Vladimir Melnik from Fotolia.com
