Employee development is one of the cornerstones of the corporate world. Practically every component of a business, from human resources and occupational safety to manufacturing and sales, requires the training of employees. Whether it’s to introduce company culture, teach workplace safety, or introduce new technology, progress would not happen without training programs.
New tools and programs have made employee training more accessible to small businesses. You can also hire a boutique video production company to produce training videos. However, you still need a proper training manager to maximize the benefits of a company training program.
Formulating a training strategy can be challenging at first. Here are a few pointers for improving in-house training and development.
1. Adopt a mixed learning approach
When we think of training, the first thing that often comes to mind is sitting in a room listening to someone talk for hours. However, there are many ways to conduct employee training. While the traditional classroom format is still the most popular option, many businesses have adopted electronic learning modules to allow some flexibility.
Some skills need a different approach. Technical skills and customer-facing positions often require face-to-face learning to facilitate the transfer of knowledge. One way to improve the effectiveness of training courses is to adopt a mixed learning approach. You can combine the classroom format with electronic training sessions.
2. Collect data
The only way to test the effectiveness of your employee development program is to collect data. Electronic learning platforms often have built-in functionality that allows you to get all kinds of numbers and statistics, but you might have to adopt old-school methods for face-to-face learning. A survey should be conducted at the end of every training course.
Small businesses can get away with not collecting data, but larger companies need analytics to improve their training programs. Access to training statistics allows you to discover top performers, spot gaps in the courses, and identify areas of improvement.
3. Training must have an end-goal
If you want to maximize your employee development program, the path should lead to a long-term goal. There’s nothing wrong with self-contained training courses, but when designing a curriculum, think about tangible goals the employee can attain if they hit critical milestones.
Let’s say you’re designing a program for entry-level positions. The individual courses teach critical skills that allow employees to succeed at that level. But you should also include opportunities for upskilling and career advancement. A clear path for career progression within a company improves employee morale and decreases turnover.
4. Teach soft skills
Every training program should also teach soft skills, such as time management and leadership. Technical skills equip people with the knowledge to get the job done, but soft skills allow them to work better and more efficiently.
A hybrid learning approach works best when teaching soft skills. Online modules can cover the theoretical aspects while the classroom setting allows for the application of skills in a real-world setting.
A final word
These things will help you create a training program that best serves your needs. Training isn’t just about improving employee skills. It’s also an opportunity to gauge individual needs and identify top talent. Businesses that invest in training and development are in a better position to succeed.
