- Assess your needs and develop goals and success metrics. …
- Determine the type of employee training plan. …
- Keep adult learning principles in mind. …
- Develop learning objectives/outline. …
- Finalize your training plan. …
- Design and develop training materials.
Krishnan is a Marketer and Content Crafter. He has in-depth knowledge of enterprise applications, digital adoption, and transformation that support business operations. He was an IIoT & Automation engineer in a previous life. He enjoys biking, experimenting with new recipes, and pondering the earth’s most complicated object. e Human Brain.
How to Make an Employee Training Plan
Types of training programs
Managers can implement a variety of training techniques either by themselves or in conjunction with other techniques. The approach you select should give staff members the chance for meaningful learning and development, enabling them to continuously get better at their jobs. Making sure your employees receive the information they require by matching the types of employee training to their needs
The kind of training programs you select should take into account both the employees’ learning preferences and the type of work being done at the workplace. Here are a few illustrations of various training program types:
Case studies
Employees can quickly reference case studies to learn about real-world workplace scenarios. Case studies are most effective for topics that are narrowly focused because more complicated subjects typically call for more extensive training.
Coaching/mentoring
This one-on-one training aims to improve the working relationship between a worker and a coach or mentor, usually a trusted veteran worker or supervisor. The one-on-one training method enables ongoing assistance for workers’ training.
eLearning
Online courses, test prep materials, and other training materials make up eLearning. One of the easiest forms of employee training to use with larger workforces and especially when employees work remotely is eLearning, which enables employees to complete their training at their own pace. Interactive eLearning has the potential to increase employee program engagement. As long as it is kept current and applicable, an eLearning program can accommodate a variety of needs.
Group training activities
Group instruction can be helpful for team-building, discussion-starting, and collaborative learning. It enables staff to train collectively in a setting that best meets their group’s needs. Group training activities and discussions may be prompted by an instructor or online prompts, with a supervisor reviewing them later. In many collaborative workplaces, group training appears to be the most effective method for tackling challenging projects.
Hands-on training
Any training that is done practically while working is referred to as hands-on training. This kind of instruction focuses on the particular function and the employees’ competence in carrying it out. Individuals can benefit from hands-on training for both short-term and long-term development.
Instructor-led training
An instructor or trainer presents the material to workers during instructor-led training, which takes place in a setting akin to a classroom. This gives staff members the chance to ask questions to better comprehend what is being taught, especially for extremely technical or complex subjects. Instructors can modify their teaching methods to accommodate students’ varying levels of expertise and preferred learning modalities.
Management-specific activities
This kind of employee training is primarily directed toward meeting the needs of managers and may use simulations, brainstorming sessions, team-building activities, or other types of training that are combined.
What is a training program?
A training program is a procedure used to instruct new hires about a company’s procedures and policies. Employees can improve their job performance and foster professional growth and development by attending training. This will increase their performance and productivity in both their current and future jobs.
How to create an employee training program
Knowing and comprehending the training’s objectives and potential issues will help you create an effective training program. Follow these steps to start creating your employee training program:
1. Assess training needs
Assessing the needs of the workplace requires following these steps:
The goal of training should be evident and encouraging. Increasing ROI and cutting costs, instructing staff in a new procedure or demonstrating how to use new equipment are a few examples of goals.
Compare the actions your employees are taking today to what they must take in order to achieve future goals. Employees, for instance, need to be familiar with new products so that the launch can be successful. They also need to understand how to produce new products.
When you are aware of what your employees need to learn, you can begin creating training aids like demonstrations, pamphlets, or practical exercises.
Utilize that information to develop the training so that it can benefit the greatest number of employees possible. This could entail utilizing the top two or three most popular methods of training your staff to create your materials and deliver them.
2. Teach adults like adults
Remembering the final component of step one, it’s critical to keep in mind that your staff members are adults with unique qualities that may make learning under particular teaching techniques easier or more challenging. Consider these adult learning principles as you create your training program:
These ideas are directly applicable to the traits you noted when you evaluated your training needs. You can now picture how these qualities will help you when creating your training program.
3. Develop learning objectives
Consider what you anticipate your employees to be able to do once their training is complete. This can be information, a skill, or a basic but crucial proficiency. These will be your learning objectives. You can then start producing content to support the advancement of each goal. Focus your lessons on the goals and change up how you test the employees’ retention of the knowledge you’re giving them.
Your goals should be stated as SMART objectives, which stand for specific, measurable, achievable, relevant, and time-based goals. By setting goals in this way, you can make sure your staff members accomplish crucial training objectives.
4. Design training materials
Build your training materials or modules based on the data you’ve gathered above. Before beginning development, it’s critical to have a design in its final form to ensure that nothing is missing or out of place. To achieve the learning objectives, make sure your content is specifically focused on the needs of the employees rather than what is most convenient for the trainer. A few other tips for designing your training materials include:
5. Compose training materials
Use your design to begin developing your training materials. Depending on your design, materials may include:
You’ll discover that you can create a variety of components to help make this training successful depending on the subject matter being covered, the employees’ preferred learning styles, and other considerations like time and money. Be mindful of your learning objectives as you compile your materials.
6. Conduct the training
Be sure to let staff members know in advance that they must attend the training, to reserve any necessary conference or huddle rooms, and to prepare all necessary materials. For instance, this training might consist of a lunch and learn session. If so, place a delivery order for lunch a few minutes prior to the start of training so that everyone can get their plates and settle in.
Make it clear to employees at the outset, regardless of the method or combination of methods you’ve chosen to use to deliver your training. Ensure that everyone in attendance is aware of exactly what is required of them and how to complete the training. Let them know in advance how you intend to evaluate their level of learning after the training.
7. Evaluate the training
After training is over, you should assess whether your goals were achieved. In other words, evaluate the success of your training program. Consider using the following metrics to assess the success of your training:
Examine the feedback that your staff has given you to see if it reveals anything about how they felt about the training, what they learned, or what their overall impressions or recommendations are. You can determine this by simply asking them their thoughts or by using an anonymous online survey to gauge the training’s effectiveness.
You can assess how well the employees retained the information you presented using tests, quizzes, or demonstrations.
Check with the staff to see if they are using any newly acquired knowledge or skills from training, as appropriate.
Review the outcomes of the training over the following month or quarter. Note whether the goals on which your training was based were attained. Find out if the training results in an increase in revenue, a decrease in costs, any changes in productivity, and any other metrics you choose to track.
