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How do you ensure your training programs are relevant and applicable?

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Training is a key component of staff development, but how do you make sure that your training programs are relevant and applicable to your employees' needs and goals? In this article, you will learn how to use a training needs analysis (TNA) to identify the gaps and priorities of your staff's learning and development, and how to design and deliver training programs that are aligned with your organizational objectives and expectations.

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1 What is a TNA?

A TNA is a systematic process of collecting and analyzing data to determine the training needs of a group or an individual. It helps you to identify the current level of knowledge, skills, and performance of your staff, and compare it with the desired or required level. A TNA also helps you to prioritize the most urgent and important training needs, and to allocate your resources and budget accordingly.

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Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
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Agree with all listed above, and would add that it also sets up the roles and responsibilities of all involved. Stakeholders need clear guidance on what is their responsibility and what isn't. Otherwise, L&D goes back to the "order taker" mentality doing whatever is asked of them by stakeholders with good intentions who don't understand learning theory. As an L&D professional, make sure you're the one in the room guiding the conversation around clear learning objectives and learning theory to ensure better outcomes and build trust in you and your team.

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2 How to conduct a TNA?

Conducting a TNA involves different methods and tools, depending on the scope, scale, and purpose of the training program. Generally, it follows a three-step framework: assessing the organizational needs, individual needs, and training needs. To assess organizational needs, one may use SWOT analysis, gap analysis, or performance appraisal to identify strengths, weaknesses, opportunities, and threats of the organization. To assess individual needs, surveys, interviews, focus groups, observations, or tests can be used to collect data on the current and desired level of knowledge, skills, and performance of staff. When assessing training needs, SMART goals, KPIs or Kirkpatrick's model can be employed to set clear and measurable criteria for evaluating the effectiveness and impact of the program.

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Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
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The TNA may also bring to light that training is not, in fact, the right solution. There are many reasons that performance may not be where it needs to be, and they're not all skill-based reasons. Maybe the tools aren't useful, or maybe the compensation package doesn't reward the right behaviors. The TNA should help to uncover that as well - don't go into it sure that training is the right solution.

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3 How to design a training program?

Once you have identified and prioritized the training needs of your staff, you can design a training program that is tailored to their needs and goals. This program consists of four elements: content, method, material, and evaluation. To select and organize the content, use tools such as Bloom's taxonomy or ADDIE model. When it comes to the delivery method, Gagne's nine events of instruction or Kolb's learning cycle can help you choose and combine the appropriate methods for your staff's learning styles and preferences. Examples of methods include lectures, demonstrations, simulations, case studies, role plays, or e-learning. Additionally, resources such as multimedia, graphics, handouts, worksheets, or quizzes are useful for enhancing the engagement and retention of your staff. Finally, Kirkpatrick's model or feedback forms can help you measure the effectiveness and impact of your training program.

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Jeff Perry

I help experienced engineers intentionally upgrade their careers and find increased income, alignment, and fulfillment - guaranteed | ?? Author | ?? Speaker/Trainer | ?? Light Bringer | ?? Family Man | DM to Learn More
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Agreed - mixing different methods of learning and helping participants EXPERIENCE the change is so important. Beyond this, helping the participants connect with each other through the experience will help reinforce things beyond the training sessions alone, will help them connect, share, and support each other after the training is completed. If they feel alone during the training, they'll be alone after, and no change will be made! Connect the people!

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4 How to deliver a training program?

Designing a training program that is relevant and applicable to your staff's needs and goals is just the first step. To ensure its success, you must also deliver it in a way that maximizes their learning and development. Before the training session, make sure that you have all the necessary materials, equipment, and facilities ready. Review the content, method, and evaluation of your training program, and communicate clearly with your staff about the objectives, expectations, and logistics. During the session, use various techniques to capture and maintain the attention, interest, and motivation of your staff. Afterward, provide opportunities to apply, practice, and reinforce what they have learned. You can also evaluate their performance and progress, giving them constructive feedback and recognition. By following these tips for delivering a successful training program you can help your staff learn more effectively.

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5 How to improve your training program?

A training program is not a one-time event, but a continuous process of learning and development. Therefore, you should always strive to improve your training program based on the feedback and results of your staff. To do this, review your Training Needs Analysis (TNA) regularly to reflect any changing needs or goals. Use surveys, interviews, or focus groups to collect data and feedback from staff, managers, customers, or stakeholders. Then revise your training program accordingly using tools such as ADDIE model, SMART goals, or Kirkpatrick's model. You may also need to repeat or refresh the content, method, or material periodically with spaced repetition, microlearning, or gamification. This will help ensure that the training program remains relevant and applicable to the needs and goals of your staff.

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Rachel Weiss

Global Talent Management | Training and Development | Business runs on people - train (and treat) them well!
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This also brings up the idea, since training is not a "one-time event", that we need to find better ways of keeping the skills and knowledge learned in training top-of-mind for those who learned it. Training should be done as close to the time that it's needed as possible. The timing of a training solution is part of the key to its success. People should be able to put what they learned to good practice almost immediately, or they'll simply forget or focus on other things instead.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you ensure your training programs are relevant and applicable?

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3

4

5

6

1 What is a TNA?

2 How to conduct a TNA?

3 How to design a training program?

4 How to deliver a training program?

5 How to improve your training program?

6 Here’s what else to consider

Staff Development

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How do you ensure your training programs are relevant and applicable?

1

2

3

4

5

6

1 What is a TNA?

2 How to conduct a TNA?

3 How to design a training program?

4 How to deliver a training program?

5 How to improve your training program?

6 Here’s what else to consider

Staff Development

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