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How can you determine the appropriate level of technical training for your employees?

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Technical training is essential for any organization that wants to keep up with the latest trends, tools, and techniques in their industry. However, not all employees need the same level of technical training, and providing too much or too little can be costly and ineffective. How can you determine the appropriate level of technical training for your employees? Here are some steps you can follow to conduct a technical training needs analysis and design a suitable training plan.

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Cale Burch

Area Director of Engineering with Tara Hospitality || Green Beret || Author || Leader

1 Identify the goals and objectives of the training

The first step is to clarify what you want to achieve with the technical training. What are the specific skills, knowledge, and competencies that your employees need to perform their tasks, improve their performance, or advance their careers? How do these align with the organizational goals and strategies? How will you measure the success of the training? By defining the goals and objectives of the training, you can establish a clear direction and scope for the technical training needs analysis.

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gilles Brassat

??La voix du chemin de Faire... Accompagnateur du ferroviaire et des chemins de traverses.
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La formation c'est d'abord l'adéquation entre une compétence et un objectif. Il faut donc rapidement établir une cartographie des softskills attendus et les ancrer pour être efficaces.

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Stefan Fouche

Private Financial Adviser at Liberty Group South Africa|Financial Planner|Passion for People|Changing Lives Daily|Mentoring young advisers|Member of MDRT|I Create The Uninsurable to Become Insurable
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Determine the right technical training for employees by conducting a thorough needs assessment, aligning learning objectives with organizational goals, and analysing current skill levels. Tailor training to specific job roles, benchmark against industry standards, and stay updated on technology trends. Gather feedback from managers and employees, considering their insights in program design. Choose effective delivery methods based on content and learning styles. Implement assessments to measure training effectiveness, fostering continuous improvement. Take resource availability into account. This strategic approach ensures targeted and impactful technical training for an empowered and proficient workforce.

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2 Assess the current level of technical skills and knowledge of your employees

The next step is to evaluate the current level of technical skills and knowledge of your employees. You can use various methods to collect data, such as surveys, interviews, tests, observations, or performance reviews. The aim is to identify the gaps between the current and desired level of technical skills and knowledge, as well as the strengths and weaknesses of your employees. You can also segment your employees into different groups based on their roles, responsibilities, or learning preferences.

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Cale Burch

Area Director of Engineering with Tara Hospitality || Green Beret || Author || Leader
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Conducting a skills assessment based on job requirements is a strategic approach to aligning employee capabilities with organizational needs. Begin by clearly defining the specific skills and competencies essential for success in the targeted roles. Develop assessment tools, such as tests, simulations, or practical exercises, that directly measure these skills. Engage employees in self-assessment and encourage managers to provide input. Analyze the results to identify skill gaps and areas for improvement. This process not only informs training needs but also aids in workforce planning and talent development.

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3 Analyze the technical training resources and options available

The third step is to analyze the technical training resources and options available to you. You can consider factors such as the budget, time, location, format, content, delivery, and evaluation of the technical training. You can also research the best practices, trends, and standards in your industry and compare them with your current technical training practices. The goal is to find the most suitable and effective technical training resources and options that match your goals, objectives, and needs.

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4 Prioritize and plan the technical training activities

The fourth step is to prioritize and plan the technical training activities. You can use criteria such as the urgency, importance, feasibility, and impact of the technical training to rank the training needs and allocate the resources accordingly. You can also design a detailed technical training plan that outlines the learning outcomes, methods, materials, schedule, roles, and responsibilities of the technical training. The plan should also include the evaluation and feedback mechanisms to monitor and improve the technical training.

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5 Implement and deliver the technical training

The fifth step is to implement and deliver the technical training according to the plan. You can use various techniques to engage and motivate your employees, such as interactive exercises, demonstrations, case studies, or simulations. You can also adapt and customize the technical training to suit the different needs and preferences of your employees. The key is to ensure that the technical training is relevant, practical, and applicable to your employees' work context.

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Bassem Gaber, CPA, ACCA, CGMA

CFO Egypt at Gemini Family Office
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The method of delivery is an important aspect of achieving the training goals. Online interactive platforms in some goals is more efficient rather than live trainings, where achieving other goals might need live Q&A sessions to be more efficient.

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6 Evaluate and follow up on the technical training

The final step is to evaluate and follow up on the technical training. You can use various methods to measure the effectiveness, efficiency, and satisfaction of the technical training, such as tests, surveys, interviews, or observations. You can also collect and analyze the feedback and suggestions from your employees, trainers, and managers. The purpose is to assess the outcomes, benefits, and challenges of the technical training and identify the areas for improvement or reinforcement.

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7 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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gilles Brassat

??La voix du chemin de Faire... Accompagnateur du ferroviaire et des chemins de traverses.
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Toujours assurer un suivi en prenant en compte les évolutions post formation. Un canal spécifique (type RS) pour partager les REX (retour d'expériences) est bénéfique pour toutes et tous.

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How can you determine the appropriate level of technical training for your employees?

1

2

3

4

5

6

7

1 Identify the goals and objectives of the training

2 Assess the current level of technical skills and knowledge of your employees

3 Analyze the technical training resources and options available

4 Prioritize and plan the technical training activities

5 Implement and deliver the technical training

6 Evaluate and follow up on the technical training

7 Here’s what else to consider

Training

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How can you determine the appropriate level of technical training for your employees?

1

2

3

4

5

6

7

1 Identify the goals and objectives of the training

2 Assess the current level of technical skills and knowledge of your employees

3 Analyze the technical training resources and options available

4 Prioritize and plan the technical training activities

5 Implement and deliver the technical training

6 Evaluate and follow up on the technical training

7 Here’s what else to consider

Training

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