What are the benefits of having a well-coordinated training program?

Our design team at Univest focuses on the company’s core values, which serve as our guiding light. When designing a course, the objectives should be able to answer how and why the lesson is being taught. And how the training fits into the bigger picture (i.e. company’s vision.) Our design team weaves company culture into lesson plans. Employees learn how their contributions make an impact to the community. When employees feel a strong connection and sense of community, they feel empowered to make better decisions. By aligning training and development with the company’s goals and priorities, our training program is valued and applauded.

Continues learning is one of the important part of the project management. A project manager and his team should be always a continues learners. Because team knowledge has to set as per the global requirements. A well aligned training program can influence the team very well whether it can arrange by employers by considering the organization goals and strategy or else individually can take training out side as well. We have to set our competency as per the new new global markets and standards.

Co ordination is a game changer in training. A smooth co ordination is an excellent example of training that will have less chances of the seat utilisation score going down. Coordination does not start on the day of training, it's a pre planned approach with absolute mapping of audience and potential challenges.

Learning should be fun. If we miss the opportunity to train in such a way that people do not enjoy it, such as exclusive lecturing, minimal discussion, and limited activities, then participants walk away feeling drained and therefore are not likely to carry information forward to others or use it themselves. Additionally, the application of knowledge is key to training, and one of the best ways to ensure that is by engaging participants in activities that reinforce the information and then querying them 3-6 months afterward to gauge their use of it. Learning should be a life-long process, but people will be stifled if they do not enjoy it and/or cannot find usefulness in it.

I agree absolutely. Preparation always precedes excellent performance. A well coordinated training program also helps resource persons see the nuances about the organization or participants . This is very key to tailoring training activity and sometimes designing the workshops or break out sessions to deliver relevant value and long lasting knowledge and practical impressions on participants. Besides, it also helps designing the sequencing of content in a way that is exciting, engaging and participatory. Coordination of training programs is also a team issue. Where every member of the delivery team is in sync, excellent outcomes are usually more predictable.

To engage learners, I have teamed up experienced learners with less-experienced learners, especially for activities where they are researching information and answering questions. The object is always to work together as a team to discover the answers. The more experienced learners are encouraged to share their knowledge with their teammates. Allowing the experts the opportunity to ‘show what they know’ prevents them from feeling bored or disengaged. This performance-based style of learning creates a community with their peers. Each team then presents their Q&A as a short, informal roleplay for the other team. The trainer listens to the roleplays, then fills in any missing gaps with the class as a whole group discussion.

One thing I have found to engage learners is to ask them how do they like to learn. By engaging them in your preparation you get buy in.

A effective training session should not jump straight into the knowledge sharing. Effort should be made to align training objectives with participant expectations while breaking down the interpersonal barriers that may exist among participants. With introductions you can also identify other professionals in the audience who may have specific subject matter knowledge relevant to the topic. Acknowledging them and carrying them along usually makes for a more diverse and diffused session. To achieve the above I would ask for detailed introductions and ask participants where possible to state in the light of the topic what they expect to learn and discuss. I would write down the points before presenting the session objective slide.

Creating digital training manuals has saved our training team time and money. Using Microsoft Teams, we have reduced the need to purchase and assemble costly binders. We have reduced our paper and toner expense, along with shipping costs to other training venues. Our digital manuals can be used as ongoing job aids. When processes and systems get updated, we can quickly and easily manage updates to our digital manuals. Our employees feel more confident in their roles having these job aids right at their fingertips.

At present I am planning a training plan and this is very important for not duplicating resources. For example we have to train 200 persons. Instead of delivering the content with two trainers for smaller classes, we decided to have all content on a platform and have a few instructor led classes.

Planning a training program involves various cost activities from content development, design, research venue, equipment, technology, and platforms. It also involves various persons. Coordination always produces efficiency that cuts costs that arise from duplication, misalignment between client requirement and trainer assumptions. Coordination delivers prior communication which helps align expectations. Sometimes the trainer doesn’t know that the client may have some of the requirements in situ.

Training is always done for me in sprints so I can get feedback quickly. For. E.g after the first topic that is taught would be assessed and then we can move to the second topic or if we need to pivot and change content.

The need for flexibility and dynamism is central to a value adding training session. Flexibility means that you are also watching out for changes in practice which may result in changes in content. Being alive to such changes helps bring the most current case studies and examples into the sessions that is very enriching.

At present I am developing a training programme with two other subject matter professionals. Today I saw the power of collaboration where we brainstormed together and found my original plan had to change and we formulated a better training product.

A well-coordinated training program begins with end in mind which is how is the training going to impact the business outcome. Therefore, the training requirement needs to be the need from the business. When the training is aligned with all stakeholders and involves them in the process the buy-in is better.

The most widely known and applied method to evaluate training is through the Kirkpatrick Evaluation Model, which places training results at 4 levels: Reaction, Learning, Behavior, Results, from the simpler&immediate level to the deeper&lasting one. The reaction level usually involves conducting a survey of learners right after training and seeks to obtain their immediate feedback. The learning level looks at how much the learners have learned the material, by comparing their levels before and after training. The behavior level looks at how training has affected learner behavior, some time (weeks to months) after training. Finally the results level looks at how training has impacted the business and if it was worth the investment.

WIIIFM - What is it in for me? Is the fundamental question while appreciating any training. I prefer to work with all stakeholders with this question - what do they see in the program for themselves? This works while building strategic goal alliance from business leaders point of view, managers can see how the training can drive some results and finally participants can decide how does this align with their aspirations. Once we have this clarity, we can build the training objective and scope far realistically.

Human facilitators offer more profound value than many e-learning solutions, which usually leave learners with limited opportunities to ask questions, share experiences, and receive customized guidance, resulting in less impactful learning. At best participants watch online/pre-recorded lessons while multitasking (I confess this was me among many) and at worst, become passive observers. A facilitator’s value lies in real-life interaction. Learners can ask questions, seek clarification, and engage in meaningful discussions. Live facilitators - such as trainers, coaches and other experts - are a key pillar for long-term human transformation; their ability to both challenge and inspire change through personalized interactions is unparalleled.