21st CENTURE CONTINUOUS EMPLOYEE TRAINING & HOW TO DEVELOP EFFECTIVE EMPLOYEE TRAINING PROGRAM:

“We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn.” - Peter Drucker

#. EMPLOYEE DEVELOPMENT ACTION PLAN OF HUMAN RESOURCES DEPARTMENT:

When productivity and quality grow, profitability also rises. The?Association for Talent Development (ATD)?revealed that companies offering a formalized training program increase their profitability per employee by 218%. They also found that these companies had a 24% higher profit margin when compared with others spending less on training.

#.Employee Training Benefits:?

“The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.” - Alvin Toffler

Benefits for the employee:

1. It allows you to remain up-to-date with industry and job trends, sharpening key skills and increasing effectiveness in the workplace.?
2. It helps pave the way for career advancement opportunities and promotions, such as leadership training for new managers. Knowing that your employer is investing in your growth can also boost morale and help you feel valued.?
3. Updated technological competencies or newly acquired skills further enhance job performance, leaving employees feeling accomplished and motivated.

Benefits for the organization:

1.?Retention rates?significantly increase as employees are likelier to stay with a company that offers career growth. According to?research 70% of employees would be less likely to leave their current roles for an employer investing in employee development. Moreover, retention rates rise 30-50% for companies with strong learning cultures.

2.?Addressing?skill gaps?within the workforce can keep the organization competitive, especially when responding to business challenges and changing market demands. In?Korn Ferry’s “Future of Work,” report the skills gap is a trillion-dollar problem, predicting that the U.S. alone will miss $1.748 trillion in revenue by 2030.?

“The purpose of learning is growth, and our minds, unlike our bodies, can continue growing as we continue to live.” Mortimer Adler

#.HR’s Role in True and Sustainable Employee Training and Development?

HR plays a crucial role in training and developing the workforce. This involves several key responsibilities:

• Assessing Training Needs:?HR identifies training needs within the organization by conducting performance evaluations, analyzing skill gaps, and considering business objectives. They can use surveys, interviews, focus groups, and observation of employee performance to gain insight into specific areas for improvement.
• Designing and developing training programs:?HR designs training curricula based on employees’ learning needs and goals. This includes selecting appropriate training methods and creating supporting resources such as e-learning materials, audio and visual aids, training manuals, presentations, job aids, and workbooks.
• Sourcing and selecting training providers:?HR is responsible for researching and selecting external training providers such as educational institutions, consultants, or online learning platforms when needed.
• Organizing training logistics: HR manages logistical aspects of the training, including scheduling, venue or platform booking, participant registration, and ensuring necessary resources and materials are available.
• Facilitating or coordinating training delivery:?HR professionals may serve as trainers or coordinate with internal or external trainers to deliver training sessions, providing support to participants throughout.
• Evaluating training effectiveness:?HR assesses the impact of training programs by gathering feedback from participants, conducting post-training assessments, and evaluating changes in employee performance and behavior following the training.
• Monitoring training compliance:?HR ensures employee participation in mandatory training programs, such as safety and compliance training, and maintains records to track participation and completion rates.

Managing training budgets:?HR managers create and manage training budgets, covering the cost of developing and implementing learning programs, purchasing books and software, and indirect expenses such as salaries for L&D specialists and logistics.

“Tell me and I forget. Teach me and I remember. Involve me and I learn.” Benjamin Franklin

#.Methods of Employee Training:

Training method??? ??????????? Description

• On-the-job training:?????????? Training employees while performing actual J job tasks.
• Classroom training: ?????????? Traditional training sessions conducted in a cl classroom setting.
• Online or e-Learning:???????? Digital platforms or learning management systems for remote access.
• Simulations/VR:?????????????????? Creating simulated or virtual environments for hands-on training.
• Job aids/References:????????? Tools/resources providing quick references and support.
• Workshops/Seminars:?????? Interactive sessions conducted by subject matter experts.
• Mentoring/Coaching:???????? Pairing employees with experienced mentors or coaches.
• Team-based training:???????? Training conducted within a team or group setting.
• Cross-training:????????? ???????????Training employees in multiple roles or functions.
• Conferences/External:?????? Sending employees to external workshops, semi seminars, or conferences.
• Case studies/Role-play:????? Analyzing scenarios and engaging in role-playing exercises.

Gamification:??????????? ?????????? Incorporating game-like elements for increased engagement.

“Learning is the only thing the mind never exhausts, never fears, and never regrets.” Leonardo da Vinci

#. 7 Steps to Develop an Employee Training Program:

Here are the steps for HR when developing an employee training program:?

1. Conduct a needs assessment and training analysis

HR conducts performance evaluations for employees, which involves assessing the performance and competencies of individuals against the expectations of their roles and responsibilities.

HR compares the targeted skills and competencies for each role with employees’ actual skills. This comparison helps identify skill gaps or areas where employees may need further development to meet their roles’ requirements or improve their performance.?

2. Set clear training objectives

HR must collaborate with the managers to develop clear objectives to understand the current and future business goals. From there, they must define the learning outcomes of the training programs to align with company priorities.

The alignment of training initiatives and company objectives helps ensure that training programs contribute to the organization’s overall success.?

3. Design tailored training curriculaThe alignment of training content and curriculum with defined learning objectives, along with the consideration of key topics, ensures that the training program is purposeful, effective, and relevant.

Outlining the essential topics, concepts, and skills guarantees that the training focuses on the most critical areas. It also maximizes the potential for participants to gain the targeted skills and apply them in their roles.?

4. Incorporate blended learning approachesDetermine the most appropriate instructional methods for training delivery. The methods can include presentations, hands-on activities, group discussions, role-plays, case studies, videos, online modules, or a combination of these approaches.

The choice of instructional methods should align with the learning objectives and cater to the preferred learning styles of the participants.

5. Leverage technology for training deliveryUsing technology for training delivery can enhance the effectiveness, accessibility, and flexibility of training programs like LMS (Learning Management System), virtual conferencing tools, multimedia presentations, simulations//VR, mobile apps and e-learning modules.?

6. Implement the training programCreating a training schedule and timeline involves planning and organizing the sequence of training activities and allocating timeframes for each task. Here are the steps:?

1.???? Divide training content into different modules and arrange its sequence

2.???? Estimate the amount of time needed to complete each module

3.???? Specify the training activities for each module

4.???? Build a training calendar to map out training activities over a period of time

5.???? Communicate training schedule and time with trainers, participants, and other relevant stakeholders

6.???? Regularly monitor the progress of the training program and make adjustments as needed?

Provide ongoing support and feedback:

Continuous monitoring and feedback post-training is critical to reinforce the application and retention of the newly-acquired skills.?