Unfortunately there’s something that organisations around the world have in common: most of their staff training programs leave a lot to be desired.
That might sound harsh, but it baffles me that so many companies (often with impressive products, processes, services or systems) fail when it comes to corporate training.
It’s a shame –after all there’s no doubt that a well designed and structured training program is essential for organisations to improve performance through its people. (If you need convincing, have a read of my last post – which discusses why training is a smart investment). Today however I’m going to talk about five key factors for successful staff training.
Plan, plan, plan!
I can’t stress enough that you shouldn’t rush into training without a proper plan. Training invariably occurs during change – often with the introduction of a new system, organisational structure or business unit. Before you launch into training delivery, do some analysis - what skills do your employees currently have? This will guide you in pinpointing the training content you need.
Make training a priority
All too often managers underestimate the time and money required for training. Whilst training may seem like a hefty investment, if you’ve done your homework and use a reputable supplier, you’ll reap the returns.
Bring training to life
This sounds like a no-brainer, but sadly interactive training is a rarity. Blended training programs may include elements such as face to face training, e-learning and virtual training. This kind of blended approach is great for engaging staff, reinforcing knowledge and making scenarios real.
Make it real, make it relevant
I’ve probably taken part in more software training than I care to remember. All too often, this training has focused solely on the software system itself, rather than the surrounding business procedures that need to be learnt. Whilst it’s important to learn the processes and technical details, it’s also important that users understand the bigger picture behind why a change has occurred and the expected outcomes.
Training should be built around employees’ responsibilities, needs and goals. Training is most effective when it is highly focussed on the business’ specific needs, meaning it should be linked to a specific area that the organisation is looking to improve.
Commit for the long term
Remember: training should be seen as an ongoing investment – not a one off event. In today’s rapidly changing world, it’s more important than ever to keep up with trends. Training shouldn’t be something that happens once a year and is then forgotten – instead it should be the backbone of continuous improvement in an organisation.
By Joe Collins, from: http://www.cammsgroup.com/blog/163-five-steps-for-successful-training