Training guidance is an ongoing process that provides the tools, techniques and knowledge an employee needs to perform a job. It can take many forms including a formalized program or informal guidance provided by a senior employee. Often, organizational training is a part of an employee’s onboarding or induction process and can help them to become more effective in their role as quickly as possible.
When deciding on the type of training to implement, organizations should consider their employee’s individual learning styles and business goals. This is why it’s often a good idea to utilize DISC assessments for all employees. This way, managers can create training programs that are more effective for everyone.
The next step is determining what resources are needed to carry out the training. This includes money, training materials, refreshments and facilitators. Additionally, it’s important to consider any other limiting factors that could impact the success of the training. This is why it’s also common practice to review the business strategy and goals during this phase as well.
Once the resource requirements have been established, it’s time to start designing the actual training program. Ideally, this should be done with the employee’s participation. This will allow them to develop a sense of ownership and increase the likelihood that they’ll apply their new skills to their work.
A good place to start is by creating a series of scenarios that mimic real-life situations an employee might encounter at the company. Then, participants can work through these scenarios with a mentor or coach who can give them feedback on how they performed and answer any questions they may have. This approach can be particularly useful for technical training and eLearning courses that require more practical applications.
During this phase, it’s also important to ensure that the program will be sustainable and that the right resources are in place to support it. For example, if the training is going to be delivered over several days, it’s a good idea to make sure that there are enough break rooms or other meeting spaces available for everyone who needs them.
In addition, it’s important to set clear training objectives at the outset. This will help to make the training more effective by clarifying what changes in performance, productivity or sales will be achieved as a result of the program. Moreover, it will also provide a measure of success for managers to communicate to their teams.
Finally, it’s a good idea to include the schedule for collecting data on training effectiveness during the planning stage of the training program. This will ensure that the metrics are collected in a timely manner and that the results can be evaluated in a meaningful way. It’s also a good idea to consult with stakeholders in advance of the development phase to identify what KPIs are most important to them. This can help to manage stakeholder expectations and avoid over-analyzing the results of the training. Träningsvägledning