What are effective ways to design training programs for employees with different schedules?

To create a training program for employees in different time zones, you should make lessons that can be done at any time and also record live sessions so everyone can watch later. Try to pick times for live sessions that work okay for most people or rotate the schedule for fairness. Make the training in small parts, so it's easy for everyone to fit into their schedules. Use the internet for discussions and support, and have local helpers in each time zone. Tell everyone about the training times, let people choose some things, and be aware of different cultures. Keep everyone updated and open to changes. Let employees help each other, use local languages when needed, and make sure the training works well by getting feedback as needed.

I have developed two ways of selling the same content one is self paced learning and the other is instructor led. This is because of taking the needs of the stakeholder schedules. One size does not fit all.

Before planning any training program, it is essential to determine the specific requirements and objectives of your employees and your organization. Which skills, knowledge, and behaviors do you want to develop or enhance? How do they align with your strategic goals and performance indicators? How do they differ across various roles, teams, and locations? You can use several methods like surveys, interviews, focus groups, observations, or assessments to conduct a training needs analysis. Based on the outcomes, you can prioritize the most significant and pressing topics and outcomes for your training program.

We have a large, globally distributed employee base and a need for enterprise-wide training on several topics. It's tricky given multiple time zones and a desire to provide an equitable learning experience for everyone. One thing we have experimented with to good effect is a hybrid approach, where we: - record expert speakers presenting on a topic lecture/panel-style - have separate calls for each region / time zone, hosted by a live moderator - allow the moderator to kick off, play the recorded video, and then facilitate a live chat/discussion (which adds regional specificity) - schedule follow-up asynchronous chat and/or office hours with the expert(s) to handle Q&A This seems to provide a good blend of scalability and interactivity.

I am involved now in sharing content to a young student that I am coaching. He is also working in his family business so we have created a one on one face to face program for him on specific days. It seems to be working.

To deliver training content effectively, choose from various methods like online courses, webinars, videos, simulations, coaching, mentoring, or peer learning. Consider factors such as availability, accessibility, engagement, and feedback. Use a blended approach that incorporates different methods to accommodate various learning styles.

I just completed designing a course for the online environment and was very different for the face to face environment. I needed to show all content in nuggets. My slide decks were on point and videos were used a lot.

To design effective training, create content and activities aligned with your delivery methods and formats. Follow basic instructional design principles, use clear language and visuals, relevant examples, and quizzes for understanding. Adapt to employee schedules with asynchronous/synchronous methods, multiple device options, and universal design principlessure accessibility for all learners.

Thomas Simpson Adj. Professor I have found is that staff and demand coverage is a result of not notifying early enough to adjust accordingly. The cure for this is to double slot a second an alternate if the 1st person cannot attend and backfill that person at another time. This is cruical in compliance and recertification. Juggling is key in training. But I always know, planning takes the risk of not getting ahead of the curve.when legal push effects good training, the law protects the process but society gudges guilty.

This is so important. Was the knowledge transferable? At present I am doing this with someone I am coaching at present. We have created a plan of implementation and monitoring plan after the training to ensure that it was effective.

To implement a successful training program, you need to communicate clearly with your employees about the program's purpose, goals, expectations, and logistics. Provide necessary support and resources, monitor progress and performance, and collect feedback to identify issues or gaps.