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successfully managing a business is successfully managing and training employees. Business success is often dependent on how well employees are able to perform their tasks. Your teams need the skills and knowledge that will make them the most productive and the most successful. One of the biggest factors in ensuring your employees’ success is implementing an effective and continuous employee training program. A recentstudy from SHRM showed that career development was very important for 34% of employees, an increase from 2012. If you want to hire and retain the best employees, you’ll need a great training program. Here’s how to develop one.
1. Identify Business Goals
Your first step in building a training program should be identifying business goals. Ask yourself what it is your business wants to achieve with a training program. Is it a more engaged workforce, enhanced employee performance, or greater revenue? Knowing what you’re trying to achieve for the business as a whole will help you approach a new training program with a greater focus.
2. Identify Employee Goals
What is it your employees are hoping to achieve with training? If their goals don’t align with the company goals, you may need to redefine what your company goals are or find a way to more effectively communicate and establish a core set of goals that you and your employees can get behind. Often times, your employees can provide insight into where they want and need to develop.
3. Seek Out Training Resources
Unless you have easy and immediate access to a trainer or other training resources, you’ll need to outsource. Whether its software, books, a trainer or an online course, make sure you find the solution that most closely aligns with the goals you’ve established and the ways in which your employees learn. Unless you find a training solution that’s a perfect match, some customization may be needed. Seek out the materials that address the needs of your company and employees.
4. Set a Schedule
It’s unlikely that a one-time training session will lead to long-term knowledge retention. AsBusiness.com points out, people will forget 80% of what they learned one time in just 30 days. Set a schedule for each training session, a quick follow-up after a few days, and the next full session to follow. An effective training program isn’t a meeting or two-day summit. It’s a continuous process.
5. Open Communication Channels
Open the communication channels between your training program provider, your employees and management. Hold a meeting or break out session beforehand to discuss the goals you’ve established, what the program will entail, and what’s expected of employees. If there are any remaining issues or questions, this pre-training meeting is the place to address those. Your communication lines also need to be open so that following the initial session, you can get feedback from your team.
6. Track Results
As with every aspect of your business, you’ll want to track results. Whatever it is your goals were beforehand, make sure you know the results and metrics that could be affected. Break down the program, what will be measured and develop a system, whether it’s looking at already created reports or a new spreadsheet, to track the program every step of the way.
After each training session, talk with your employees to see what works and what doesn’t and take a look at the results you’re measuring. An effective training program can prepare your employees for success by allowing them access to the tools and information they need to better perform their responsibilities. You’ll also boost engagement, productivity and sales as a result.
I agree with Mr.Basu Dev Pokhrel's submission.
Thanx for the invitation
In order to develop a training plan, you should first see if there is a need for one; if there have been developments and evolution in a field, and you decide that your personnel needs to update their knowledge on the matter, then you should proceed with a training plan. Following that, you need to establish who needs to be trained; it could be everyone, or it could be a portion of the personnel containing only the ones with an immediate need to train. After that, you need to find the right company to provide the training; a well-respected one with multiple credentials is the way to go in my opinion. Finally, the budgeting required for the training to take place; that includes the cost of the training itself, along with the cost of the working hours of the personnel lost during that training.
By evaluating the aspects mentioned above, you should be able to plan a successful training program!
Thanks for invitation;
The main steps to develop any training plan are :
1- Establishing the training goals.
2- Identifying the training benefits to the trainees.
3- Recognizing the desired outcome.
Agree on experts answers, Thanks for your invitation.
The steps of the elaboration of a training plan are:
1st step: make an inventory,
2nd step: identifying the problems and objectives of direction and services,
3rd step: decoding the projects of the company identified training topics,
4th stage: identification of individual training needs
Four possible approaches:
successfully managing a business is successfully managing and training employees. Business success is often dependent on how well employees are able to perform their tasks. Your teams need the skills and knowledge that will make them the most productive and the most successful. One of the biggest factors in ensuring your employees’ success is implementing an effective and continuous employee training program. A recentstudy from SHRM showed that career development was very important for 34% of employees, an increase from 2012. If you want to hire and retain the best employees, you’ll need a great training program. Here’s how to develop one.
1. Identify Business Goals
Your first step in building a training program should be identifying business goals. Ask yourself what it is your business wants to achieve with a training program. Is it a more engaged workforce, enhanced employee performance, or greater revenue? Knowing what you’re trying to achieve for the business as a whole will help you approach a new training program with a greater focus.
2. Identify Employee Goals
What is it your employees are hoping to achieve with training? If their goals don’t align with the company goals, you may need to redefine what your company goals are or find a way to more effectively communicate and establish a core set of goals that you and your employees can get behind. Often times, your employees can provide insight into where they want and need to develop.
The model I use is called PAF, which has proven effective for adult learning.
P = Presentation - Present the content/concept through various forms - presentation, powerpoint, job aids, videos...
A = Application = Create an environment where students can apply what they have retained - use exercises, simulations, role modeling, or other creative methods to help students display their knowledge.
F = Feedback = Based on the students' performances, provide feedback letting them know how well they did and what areas need further improvement.
I find people learn to do their best when they are doing and listening rather than just reading.
Timeframe
Target Audiance
Resources
Competencies - training outcome
developing a training plan means detailing the headlines of the plan which are already fixed.
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