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What are the most effective ways to create a training program that addresses changing workforce needs?

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The workforce is constantly evolving, and so are the skills and competencies that employees need to succeed. As a trainer, you have the responsibility to design and deliver training programs that meet the changing needs of your learners and your organization. But how do you create a training program that is effective, engaging, and adaptable? Here are some tips to help you plan, develop, and implement a training program that addresses changing workforce needs.

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Cristina Sotillo DO

Responsable de Formación, Desarrollo e Innovación | Psicología, Comunicación, Desarrollo Personal
Skip Welles

Training Designer at Welles Performance Improvement.

1 Assess the needs

Before you start creating any training content, you need to identify the gaps and opportunities in your current workforce. You can use various methods to assess the needs, such as surveys, interviews, focus groups, observations, or performance data. The goal is to find out what skills and competencies your learners need to develop or improve, and what challenges or barriers they face in their work environment. You should also consider the goals and expectations of your organization, and how your training program can align with them.

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Cristina Sotillo DO

Responsable de Formación, Desarrollo e Innovación | Psicología, Comunicación, Desarrollo Personal
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Para evaluar las necesidades formativas de una organización, hay que realizarlo por varias vías: - Por un lado, los propios empleados y sus fortalezas y debilidades en cuanto a la tarea a desempe?ar. - Los supervisores de cada departamento, ellos pueden ver las carencias y debilidades de su área. - La dirección, saber cuales son los ámbitos fuertes donde quieren poner el foco a través de las estrategias y planes internos y transversales. Todo ello se puede realizar por diferentes vías, ya sea reuniones periodicas donde se vayan definiendo los objetivos a través del análisis de resultados, evaluaciones... Y por supuesto, , un onboarding eficiente, que cuente con evaluaciones y autoevaluación del material recibido

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Jessica Cordes

Let's drive your Clinical Trials to Success. || Senior Consultant Clinical Operations || Consulting & Training in Clinical Research || Oncology & Gene and Cell Therapy
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Die Bedarfsanalyse besteht aus drei Ebenen. Auf jeder werden verschiedene Datenquellen und Methoden verwendet, um den Schulungsbedarf zu ermitteln. - Die organisatorische Ebene bezieht sich auf die Ziele und Strategien Ihres Unternehmens sowie auf die externen Faktoren, die Ihre Gesch?ftst?tigkeit. - Die berufliche Ebene bezieht sich auf die Anforderungen und Erwartungen an die verschiedenen Rollen und Funktionen. - Die individuelle Ebene bezieht sich auf die Motivation, das Potenzial und die Entwicklungsm?glichkeiten Ihrer einzelnen Mitarbeitenden.

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Kallynka Fernanda de Matos

Tech Recruiter Leader na iTalents | Talent Acquisition Specialist| Gest?o de RH e TI| Head de Talentos
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Identifique lacunas e oportunidades na for?a de trabalho atual por meio de pesquisas, entrevistas e análise de desempenho. Compreenda as habilidades necessárias e os desafios enfrentados pelos funcionários, alinhando-os às metas da organiza??o.

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Jean-Daniel Lacascade

Expert digital et ingénierie de la formation
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Bien identifier les objectifs de la formation à l'échelle des apprenants, du centre de formation, des enjeux territoriaux est important pour concevoir un dispositif de formation qui répondra aux attentes de tous et se révélera d'autant plus pertinent pour l'insertion professionnelle des apprenants.

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2 Design the outcomes

Once you have a clear picture of the needs, you can define the outcomes of your training program. The outcomes are the specific and measurable results that you want your learners to achieve after completing the training. They should be aligned with the needs, the organizational goals, and the learners' motivations. You can use the SMART framework to design the outcomes, which means they should be Specific, Measurable, Achievable, Relevant, and Time-bound. For example, an outcome could be: "By the end of this training program, learners will be able to use the new software to create and edit reports within 30 minutes."

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Jessica Cordes

Let's drive your Clinical Trials to Success. || Senior Consultant Clinical Operations || Consulting & Training in Clinical Research || Oncology & Gene and Cell Therapy
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Ein Beispiel für ein SMART-Ergebnis für ein Schulungsprogramm k?nnte sein: "Nach Abschluss dieses Schulungsprogramms werden die Lernenden in der Lage sein, effektiv mit Kunden zu kommunizieren und ihre Zufriedenheit um 10% zu erh?hen." -> spezifisch, weil es genau beschreibt, was die Lernenden tun sollen und warum. -> messbar, weil es eine Zahl hat, um den Erfolg zu quantifizieren (10%). -> erreichbar, weil es auf den F?higkeiten und dem Potenzial der Lernenden aufbaut. -> relevant, weil es einen Nutzen für die Lernenden und das Unternehmen hat. -> zeitgebunden, weil es einen Anfangs- und Endpunkt hat.

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3 Choose the methods

The next step is to decide how you will deliver the training content to your learners. You have a variety of methods to choose from, such as online, classroom, blended, or experiential. The best method depends on several factors, such as the content, the learners, the resources, and the feedback. You should consider the advantages and disadvantages of each method, and how they fit with your outcomes and needs. For example, if you want to teach a complex skill that requires practice and guidance, you might choose a classroom or experiential method. If you want to reach a large and diverse audience that has different schedules and preferences, you might choose an online or blended method.

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Jessica Cordes

Let's drive your Clinical Trials to Success. || Senior Consultant Clinical Operations || Consulting & Training in Clinical Research || Oncology & Gene and Cell Therapy
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Hier sind einige Vorteile der g?ngigsten Methoden kurz erl?utern. - Online: Diese Methode nutzt digitale Plattformen und Tools, um die Schulungsinhalte online zu vermitteln. + flexibel, kostengünstig, skalierbar. - Pr?senz: Diese Methode nutzt einen physischen Raum und einen Trainer oder Ausbilder, um die Schulungsinhalte pers?nlich zu vermitteln. + interaktiv, engagiert, anpassbar. - Gemischt: Diese Methode kombiniert Online- und Pr?senzelemente, um die Schulungsinhalte auf verschiedene Weise zu vermitteln. + vielseitig, effektiv, attraktiv - Erlebnisorientiert: Diese Methode nutzt praktische Aktivit?ten und Simulationen, um die Schulungsinhalte durch Erfahrung zu vermitteln. + realistisch, einpr?gsam, anwendbar.

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4 Develop the content

Now that you have the outcomes and the methods, you can start developing the content of your training program. This content is the information and activities that will teach learners the skills and competencies they need. To create effective and engaging content, you should use the ADDIE model to guide your content development process. The ADDIE model stands for Analysis, Design, Development, Implementation, and Evaluation - and it helps you plan, create, test, deliver, and improve your content in a systematic way. Additionally, adult learning principles should be employed to tailor your content to learners' needs and preferences. These principles are based on the idea that adults learn differently than children - they are self-directed, goal-oriented, practical, experiential, and relevancy-oriented. Finally, Bloom's taxonomy should be used to structure your content according to the levels of learning. This framework categorizes cognitive skills from the simplest to the most complex - remember, understand, apply, analyze, evaluate, and create. Your content should help learners progress through these levels while using appropriate verbs and questions to assess their learning.

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5 Implement the program

The implementation phase is when you deliver your training program to your learners, and it's essential to prepare and execute your plan with care. Communicate the objectives, expectations, and benefits of the training to your learners and stakeholders. Explain why the training is important, what they will learn, and how they will benefit from it. Also provide clear instructions and guidelines on how to access and complete the training, as well as what support and resources are available. Monitor and support your learners throughout the training program by tracking their progress, attendance, engagement, and satisfaction. Provide timely and constructive feedback, address any questions or concerns they might have, encourage them to complete the training, and recognize their achievements. Lastly, evaluate and improve your training program based on the feedback and data that you collect from your learners and stakeholders. Use various tools such as quizzes, surveys, interviews, tests, or observations to evaluate the effectiveness of the training program. Analyze the results and compare them with your outcomes and needs. Identify any weaknesses of your program and make adjustments or improvements as needed.

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Jessica Cordes

Let's drive your Clinical Trials to Success. || Senior Consultant Clinical Operations || Consulting & Training in Clinical Research || Oncology & Gene and Cell Therapy
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In Schritt 4 erstellen, bereitstellen und bewerten wir die Inhalte für unser Trainingsprogramm. Wir verwenden die Taxonomie von Bloom, um unsere Inhalte nach den Lernniveaus zu strukturieren. - Wir erstellen unsere Lernmaterialien, Aktivit?ten und Bewertungen mit geeigneten Verben und Fragen aus der Taxonomie. - Wir stellen unser Trainingsprogramm den Lernenden zur Verfügung und geben ihnen Feedback. - Wir bewerten den Erfolg unseres Trainingsprogramms anhand von quantitativen und qualitativen Daten. So k?nnen wir ansprechende und wirksame Inhalte erstellen.

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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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Skip Welles

Training Designer at Welles Performance Improvement.
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CRI turns on a dime. It identifies exactly what the performer on the job NEEDS to be performing. Then it SPECIFIES the criteria for the performance of those job tasks. Then it brings the performer to the needed COMPETENCE in a much shorter time and at a lower cost. So, what’s not to LOVE about it?!

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What are the most effective ways to create a training program that addresses changing workforce needs?

1

2

3

4

5

6

1 Assess the needs

2 Design the outcomes

3 Choose the methods

4 Develop the content

5 Implement the program

6 Here’s what else to consider

Training

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What are the most effective ways to create a training program that addresses changing workforce needs?

1

2

3

4

5

6

1 Assess the needs

2 Design the outcomes

3 Choose the methods

4 Develop the content

5 Implement the program

6 Here’s what else to consider

Training

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