5 steps of training program

We also use this access to retrieve the following information:. Organizations turn to employee training and development to prepare for the future. Training helps them refresh their workforce, adopt new technologies, and enter new markets.

A badly planned or wrongly executed corporate training plan, however, can sabotage these efforts and hold a company back, costing it millions in lost revenue. Pre-employment training, onboarding and new employee training usually cater to the first category, whereas regular employee training tackles the second and third one.

Depending on where your organization currently stands and what its goals are, you might be called to handle some or all of the above in your training. Combine it with your intuition to align training goals with business incentives. You need more than a list of training needs to build an employee training plan. You also need to know what resources you have available, what your budget is, and how much organizational support you can look forward to in implementing your staff training and development plan.

This will also help you plan for content creation more effectively. Employee and company time is also a finite resource. Ask employees how much time they can devote to their studying, and take their answers into consideration when designing your curriculum.

Work employee shifts, time zone differences, and peak business hours in your training timetables. Those are especially important when scheduling in-person training sessions that require real-time attendance. Employees have a lot on their plates already. The last thing they need is another distraction, which is how training appears to them. Below are the steps involved in the training process :.

The first step in the training process is to assess the need for training the employees. It analysis what are the long term requirements of the organization and what does the organization expects from the employees.

If there is a mismatch between the skills and knowledge required, it means there is a learning gap. To assess this learning gap below three elements is closely examined. After deriving the learning gap organizations should define the learning objective.

Goals and objective of training becomes the foundation of the training initiatives. Once the objective of the training program is determined, it is time to analyze the factors that need to be considered while designing a training program.

Refers to putting the training plan into action. As you can see, creating eLearning is a process. Check out the Web. There are hundreds of blogs and discussion groups devoted to instructional design. Look at related articles on Instructional Design. Look at e-Learning websites for ideas and inspiration. Take courses.

So, do you want to convince managers and executives that training is worth investing in? Download our eBook now and get tips on how to properly measure and optimize both the ROI and the overall effectiveness of your training program. He has been writing and creating learning materials for just over 20 years and is still relatively sane. Save my name, email, and website in this browser for the next time I comment. Currently you have JavaScript disabled. In order to post comments, please make sure JavaScript and Cookies are enabled, and reload the page.

Click here for instructions on how to enable JavaScript in your browser. Share this:. It stands for Analyze : what learning needs are to be addressed Design: who is the target audience and how are they best reached? Develop: create the eLearning Implement: present the eLearning in a meaningful and engaging manner Evaluate: test to see if the eLearning was effective. Analyze — What are we teaching? Design — Who are we teaching?

A good training program is : Rich in experience for the learner. Relevant to the learner. Ready and available to use , anytime and anyplace. Develop — Create the e-Learning. Too much humor is distracting and takes away from what is being taught. Use real examples or case studies to help bring the lesson home.

Use relevant photos and other visual media to enhance the learning experience. Add online links to relevant websites when possible. Parcel the content into manageable bits rather than having one great big lesson. Implement — Present the training program in a meaningful and engaging manner. Evaluate — Is the training program effective? Posted at pm, December 1, We use cookies on our website to give you the most relevant experience by remembering your preferences and repeat visits.

Cookie Settings Accept. You need to design, test and fine-tune a training plan that promotes comprehension, retention, and engagement. The bare essentials of developing an effective employee training plan can be broken down as follows:. The first thing you need to do is decide the goals of your training program. More specifically, what outcomes do you hope to achieve as a result of the training. Do you hope to improve speed and efficiency? Minimize customer disputes?

Reduce workplace accidents? Impart a general commitment to workplace procedures and ethics? Make a comprehensive list of training goals. The majority of these goals should add specific value to the organization, such as improved revenue, safety, turnover, or customer satisfaction. Ultimately, the success of your training program will depend on the quantifiable benefits to your business, so make the goals themselves quantifiable.

Once you have all of this information, you can start organizing it. Build a graph or chart that lists your goals as primary topics.

Then organize your learning objectives beneath their corresponding goals. This will allow you to accurately measure how your learning objectives are affecting your KPIs. You can organize the topics and goals in order of priority. There are numerous training methodologies: instructor-led training, one-on-one coaching, video training, technology-based training.

In most cases, though, your training process will fall into one of three categories:. This will help you deliver a consistent learning experience across the scale of your organization and provide detailed analytics you can use to measure the success of your program.

A great LMS blends digital and hands-on learning. For example, Axonify can be accessed on any internet-capable device, including point of sale systems, tablets, handheld scanners, and personal smartphones. This enables organizations to deliver training programs that are easy to access, no matter where an employee does their work.