5 Steps to Building Effective Training Programs
Building an effective training program can be as simple as following these 5 steps. At the heart of a training program is a well built systematic process that drives positive business impacts.
Step 1. Assess training needs:
A training assessment is the first step to any successful training program. Identify and assess the needs of your internal/external clients. Conducting this analysis allows an organization to focus. Three areas of focus are one, employees are successful in performing their role, two, the organization's training dollars are used effectively and three, employees see and feel motivated to develop their career.
Step 2. Define training objectives:
Gap analysis involves assessing the current state of an organization or employee's performance or skills and comparing this to the desired level. These gaps should be analyzed and prioritized and turned into training objectives. Impactful training is about you and your learners knowing what is to be achieved through learning.
Step 3. Create a training action plan:
The next step is to create an action plan. An action plan provides a detailed outline of the tasks required to accomplish a goal. It breaks down the process into actionable steps based on a given timeline. Utilize instructional design and learning theories to develop the program that meets the participants learning style and training objective. Consider a trial run to pilot the training program. Collect feedback along the way to make adjustments before launching the program. Creating a comprehensive action plan can help ensure that desired outcomes are met in the most timely and effective manner possible.
Step 4. Launch the training program:
Excitement is in the air with the launch of a new training program. An important question to answer is what is the best method to deliver the training program (i.e. in-house, blended or online). With each training program consider the logistics of scheduling of training activities and organization of any related resources (facilities, equipment, materials, etc.).
Step 5. Evaluate the training program:
Annual review with scheduled audits of the training program should be implemented. Finally, the entire program should be evaluated to determine if the training objectives are met. Feedback from all stakeholders will help to determine program and instructor effectiveness. Analyzing this feedback will identify any weaknesses in the program. If objectives or expectations are not being met, this is a good time to revisit your training action plan.
Effective training programs are more than just lecturing and quizzes. A good learning program helps your employees learn about your industry, sharpen their skills, and become more well-rounded individuals who remain engaged and able to contribute more to the future of your company.