Training programs create value by developing employee competencies, increasing productive output, and aligning the skills and abilities of the workforce with organizational goals. Human Resource (HR) professionals are integral to developing training programs that support the development of employees’ skills in technical, soft, and leadership competencies. By following needs assessments, a systematic development structure, and evaluation, HR can develop training in a way that provides benefits. This document provides a few methods to employ when designing training programs to foster skill development in a work environment.
Perform a Rigorous Needs Assessment
The first step in developing an effective training program is to perform a needs assessment. A needs assessment allows the organization to identify skill deficits by working with various stakeholders – managers, employees, and leadership – to assess the specific competencies required to perform a role now and in the future. Various needs assessment tools (surveys, performance reviews, job analyses) can be used to identify areas for improvement. For example, if the current sales team does not have negotiation skills, then training with an emphasis on persuasive communication may be the most useful area to concentrate. When identifying areas for training needs it is useful to align the identified needs to the organizational goals, such as improving customer retention by 10%. It is also important to look at the competency trends in the industry that are emerging, such as digital literacy, with regard to learning about how to use AI tools. When performing a needs assessment, it also important to document any findings that may be useful to determine program objectives and develop content.
Specify Learning Objectives
Develop SMART objectives for each program that are specific, measurable, achievable, relevant and time-bound. An example of a solid objective is “Increase proficiency in Microsoft Excel by 30% in three months.” This provides a great target to aim toward. Learning objectives should cover both the immediate needs (e.g. a new process) and areas for ongoing development (e.g. leadership). Organize the skills into technical, interpersonal or managerial skills, to provide some structure to your content. Ensure the objectives map back to the job you are preparing the participants for, such as training customer-facing employees for conflict resolution. Share objectives with participants to help them stay engaged and informed.
Choose Appropriate Delivery Method
You can choose from many training delivery methods. When deciding which method to use, consider your content, audience, and resources before choosing a training delivery method. For example, in-person workshops are best for hands-on skills around machines, where-as elearning and e-learning platforms are perfect for flexible training or selfpaced learning, like compliance training. Mixed-modality approaches are well-suited for multi-faceted skills, such as project management, which would likely involve webinars and practical exercises associated with role plays or simulations. Consider incorporating interactive elements such as role-plays, simulations, group discussions, etc., as studies show you will remember up to74% more information when active learning is incorporated. For example, use a learning management system (LMS) platform to track progress and deliver course content efficiently.
Design Compelling Content
Create content that is practical, useful, and interesting. Incorporate realworld examples so the training feels more relatable (e.g. case studies on how staff handled customer complaints). Content should be broken down into modules (e.g., 20 minutes of training) so learners can maintain attention. Some studies indicate a loss of focus after 25 minutes. Content should incorporate multimedia support, such as video or infographic support, to appeal to different learning styles. For technical skills, you should include the standard operating procedures (SOP) or cheat sheets. The content should be inclusive and support any level of ability (e.g. if there are multiple languages in a workforce, you should provide translations/subtitles).
Implementing and Facilitating Training Effectively
Schedule training in times when there is less workload to maximize attendance. Use trained facilitators or subject-matter experts to deliver training, and to also be knowledgeable enough to answer questions and to be adaptive to what the learners need. For example, if you are presenting a cybersecurity course, you want the trainer to demonstrate when a hacker actually hacks a system as it is taking place. Provide some material beforehand (e.g., introductory videos) so that participants are ready to go. Foster participation during training with Q&A sessions, or peer feedback. Ensure that your QR codes, codes, or URLs are working correctly as you want this to be easy for participants to register. Measure attendance and engagement and using HR reporting to identify your length of training and modular content when planning future training. It helps to know what needs to improve upon or even being aware of what went well.
Evaluate and Improve Programs
Use Kirkpatrick’s Four Levels of Evaluation to evaluate training effectiveness: reaction (feedback from participants), learning (the knowledge participants acquired), behavior (what participants applied back on the job), and results (business success). Participants’ posttraining surveys will indicate their satisfaction, while pre- and post-tests show the skill level improvement (for example, an 80% pass rate of Excel tasks). Monitor performance changes like speed of completing tasks and examining the KPIs. For example, if sales increase by 15% after training, this could indicate a successful program. In order to get honest responses, use anonymous forms to collect feedback from participants. Use data to improve programs including changing the subject matter or format if the evidence indicates weak areas to address.
Encourage Continuous Learning
Explore programs that allow participants to learn continuously to develop skills. For example, include short learning modules available as a part of a career path. These could include micro-learning modules (5 to 10) minutes which allow participants to refresh knowledge or learn new topics. Creating a learning culture where participants earn something (like certification or a bonus) for completing courses can promote ongoing learning. Use analytics within your HR System to track longterm trends in skills which can help you determine future programs.
Conclusion
To develop effective training experiences that contribute to skill development requires a needs analysis, written objectives, suitable delivery methodology, motivating content, superb facilitation, and thorough evaluation. A focus on ongoing education and a commitment to evolving will help HR professionals provide their employees with the skills they need to succeed, which in turn will contribute to the organization’s success.
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