Almost everyone understands the importance and advantages of effective training programs. Continuous skill training guarantees workforce preparedness for success. That's why it's critical to understand how to properly set up a training program for your personnel.
However, creating an effective training plan is a difficult task. According to studies, a bad employee training plan causes 40% of employees to leave their jobs within the first year. In addition, hiring a new frontline worker might cost as much as $2500.
So, in this article, we've spoken about how to create a training program that will help you get better results, as proper strategy building is the only cure to avoid failure. This article will cover;
- What is a Training Program, and Why is it needed?
- How to Create an Effective Training Program for employees
- Identify Staff Training Needs
- Establish Learning Objectives according to Company Requirement
- Layout a training plan
- Arrange Training Materials
- Implement training plan
- Analyze and Evaluate the training program for employees
Let’s start from scratch then;
What is a Training Program, and Why is it needed?
A training program is a series of activities meant to provide employees with the knowledge and skills to become better professionals. Each training program is designed for achieving specific business objectives.
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Importance of Effective Training Programs
Regardless of the expense of a training program for employees, the return on investment is enormous if done consistently and correctly.
Some major advantages of having an effective training plan:
- Employees are brought up to date on new information, which helps to improve customer service.
- Employees are updated on new technologies, improved abilities, and innovative procedures. They'll put everything they've learned to work for the company's collective goals and objectives.
- Companies can benefit from a new expert viewpoint.
- Staff happiness, motivation, and morale are all improved, resulting in lower employee turnover.
How to Create a Training Program?
Employers should start by establishing what skills and knowledge employees require to assist the organization in achieving its objectives. Then, based on employee interests and learning styles, firms should personalize their training and development strategies.
The following crucial steps will help you in developing a training program that will benefit both your company and employees.
1. Identify Staff Training Needs
The first step in creating a training program is identifying and assessing staff needs. The company's strategy, human resource, or individual development objectives may already include training obligations for employees. If you're developing a training program from scratch (with no predetermined goals in mind), you may face failure. That’s why it's mandatory to first identify the staff training needs before designing the plan.
2. Emphasize on Adult Learning Needs
Analyze your target audience first. The training needs of children, adults, and senior members of the faculty aren't the same. In most cases, new hiring or young enthusiasts would be your focus of training. So, you should consider the following qualities of adult learners;
- Real-world applications should be incorporated into learning
- Adult learners are usually eager to learn, especially if the subject matter is fascinating to them
- Adult learners must be a part of the process, whether it's creating content or establishing evaluation standards
Establish Learning Objectives according to Company Requirement
The learning objectives of the training should be aligned with the standard practices and procedures of your business. For instance, if your company allows remote working, then training must focus on this particular aspect of employee grooming. Now, create material that covers those objectives—and nothing else—after you've set the learning patterns.
Your goals should be SMART goals, which are specific, measurable, achievable, relevant, and time-bound. Using this kind of goal-setting, you may ensure that your employees meet crucial training milestones.
3. Layout a Training Plan
In developing a training program, you might interact with internal stakeholders and consultants.
A curriculum, workflow, procedure, training approach, and other relevant tools or software develop a training program. Consider employing methods or software that allow remote training and produce comparable results.
Before spreading training programs across the firm, assessing their impact on smaller groups is critical. You can develop multiple training programs and test them on multiple groups simultaneously.
The one that produces the desired outcome should be scaled and implemented across the firm. Additionally, it should be tweaked regularly based on employee feedback and analysis.
4. Arrange Training Materials
Planning a dinner party, creating a menu, and writing the dishes is similar to creating training materials. It's the last stage of training development planning before implementation.
Depending on your design, materials for developing training program may include the following:
- Pamphlets and handouts are examples of reading materials.
- Any hands-on aspects of the course will require tangible assets.
- Presentations in the form of slideshows, charts, graphs, or other visual materials
- For any online element of the course, eLearning URLs, usernames, and passwords are provided.
5. Implement a Training Plan
This phase entails planning the activities and gathering the necessary resources, such as equipment and facilities. Allow enough time for employees to fit this plan into their schedules and complete any necessary pre-training preparations.
You must select whether training will be offered in-house or externally coordinated by mentors and training coordinators while executing the training programs.
After that, the training program is formally introduced, advertised, and carried out. Participants' progress should be tracked during training to ensure its effectiveness.
6. Analyze and Evaluate the training program for employees
Employee training programs should be flexible and adjustable over time as the needs of people and the organization evolve. Even if you have a fantastic training regimen, there will always be certain areas of improvement.
Iteration is required for a successful staff training program. Analyzing how employees interact with the training content can indicate how effective the entire training strategy is.
You could use the following measures to assess the effectiveness of your training plan:
- Training-related knowledge
- Employees' responses to training
- Measurable Business outcomes
- Job skills after training
The Bottom Line
Putting together a training program for employees involves a great deal of study, decision-making, planning, and teamwork. But, just as a thousand-mile journey begins with a single step, so does successful training development begin with a simple question: Why? Once you've found the answer, the rest will fall into place.
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