Using training effectively
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Be it to increase sales, get more efficient production, build better independence within the teams, training equips the person to meet the companyás objectives.
Identify your training need
As training is an investment for company, target the problem areas where you can reap the best, fastest and easiest rewards. By identifying the problem areas, you can then decide if training provide the solution.
E.g. Are the teams under-achieving? Is the performance of one part of your business slower than the another?…
Employees often need training when the business is changing. E.g. When you launch a new product, train the team on how to sell and deliver it.
When considering your training needs, always compare it with other possible solutions. The problems could be due to not having the right person for the job, problems caused by inadequate systems or equipment and policies or sometimes, basic training can be achieved by putting together a knowledge bank: where to find things, set up proper proccedures, who to consult for specific problems.
Training objectives
To keep training relevant and focused, set SMART (specific, measurable, agreed, realistic and time-limited) objectives.
Often, the objective will be to reach a specified standard for the performance of a particular task. Keeping the training objectives in line with business objective is also key.
Get commitment of the employees
Successful training depends on getting your employees involved. Explain to them the need for it and the objectives you plan to achieve: the benefits for them and for the business.
Define a training plan
A training plan is essential to define the structure and outcomes you want to get from the training.
Draw up a training brief, setting out your practical training objectives, go through it with the trainer who will be able to tell you what is achievable.
From the brief, develop your training program. This records the stages of the training, the location, the content and methods used, the trainer and the administrator.
There are also “off-the-shelf” training courses available, study the content well to see if they can help meet your training objectives and address the specific problems.
In-house training vs. External training courses
Most in-house training takes the form of on-the-job training. This lets people learn at their own pace and apply new knowledge immediately. Other forms include job shadowing, coaching and a mentor program.
External training involves the recruitment of a specialist. This would ensure that you get the best person to keep you up to date with the current best practice on a specific theme. They include lectures, conferences, seminars, workshops and distance learning. External training can help bring in new ideas and energy into the learning process.
Evaluating the training
You know your training has worked if it delivers the objectives outlined in your training brief. You will need to review the impace of the training on performance, monitor improvements in the performance of the business and ask the employees to review their training experience.
