8 Steps to Create Staff Training Programs That Work

The benefits of workforce training are well-known. It can lead to better compliance, a happier and engaged workforce, and improved levels of employee retention. So, creating an effective training program is essential to keep the workforce happy and ensure that all business goals are constantly being met. If you have never crafted a training program for staff until now but want to craft one, then here are 8 steps to create staff training programs that work.

1.       Start with a Training Needs Assessment

The first obvious step is to start with a training needs assessment. You need to talk to all the key people in your company, like heads of departments, to decide whether people in specific departments need training or need to boost their productivity. If the answer is yes, you need to decide what type of training is needed, how to make the training more effective, and which learning activities are an essential part of the future training program.

2.       Remember Adult Learning Principles

To make the training more effective, you should know that adult learners are self-directed, goal-oriented, need task-oriented & relevant training, have their own opinions, need respect, and need to know what’s in it for them. When you keep these principles in mind while designing a training program, the results will be better.

3.       Set Up Learning Objectives

To make a good training program that works, you need to set up some training objectives. The objectives must address the knowledge skills and attitudes. They should be SMART- Specific, measurable, achievable, realistic, and time-bound. Also, consider ABCD learning objectives.

4.       Design the Training Materials

Always design the training based on the learning objectives and needs of the employees. Ensure the employees feel that they are in control and offer hands-on practice to make them feel involved. Divide the training into small chunks and follow the blended learning approach. You should also seek people’s feedback on training design and improve it.

5.       Develop the Training Materials

Once you have nailed down the design, you should develop the training materials. Use tools like MS Office and E-learning authoring tools to make the content interesting. Also, use visuals like posters and graphics to make everything appealing.

6.       The Implementation

After design and development, you should implement the training. Tell the employees that they need to attend the training and how & when to do that. Use a learning management system if you have one to make it easy for everyone to access it.

7.       Evaluation Process

The next step is to evaluate the training by asking for feedback and measuring the effectiveness of training. The training will be considered effective if it has managed to achieve some or most of the goals you set. One tried and tested method is Kirkpatrick’s Four Levels of Evaluation.

8.       Keep at It

The last step is to improvise the training program according to the training feedback you got and finetune it to make it more worthy and effective. Don’t expect any training to work wonders in one go, keep improving it, and you will get the desired results.






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