May 13, 2019
How to Develop an Effective Employee Training Program
Successful employee training and development programs go beyond the standard new hire orientation. They aren’t sporadic courses that employees occasionally take as needed. It’s taking a strategic, organized, systematic approach to training that aligns individual growth with business goals.
3 Key Benefits of Employee Training and Development
Boosts Employee Retention – Recruiting and onboarding talent takes significant time and money; however, losing employees costs even more. The cost of employee turnover ranges from tens of thousands to double their salary—and that figure increases depending on experience and seniority. Introducing an employee training and development program helps you cultivate, retain, and attract top talent, reducing turnover and hiring costs. When team members feel your company is investing in their careers, they are more likely to stay.
Develops a Strong Leadership Pipeline – Training and developing talent also touches senior leadership. Effective leadership is a major concern for organizations. In the 2016 Deloitte Human Capital Trends Report, 89% of executives rated the need to strengthen, re-engineer and improve organizational leadership as an important priority (and more than half said their organizations weren’t ready to meet current leadership needs). Training helps grow employees from within and develop strong future leaders who are invested in the company. It nurtures succession pipelines so that companies can cultivate and promote exceptional talent from within the organization.
Increases Productivity – Learning new technology and skills sparks innovation and new ideas. Although spending varies by industry, across the board, high-performing companies spend more on learning and development. Training can also help employees perform their current jobs more efficiently, improving productivity and performance.
5 Steps to an Effective Learning & Development Program
You may already have a training program in place, but perhaps, aren’t seeing results. Common training challenges often include: (a) Getting employees engaged; (b) Delivering consistent training; (c) Tracking skills and reporting ROI; (d) Quantifying training effectiveness.
Here’s how to set up a results-driven employee training and development program across your organization:
- Identify Skill Gaps – Most training requests start with a problem. Maybe it’s a process that needs to be improved. Maybe a new manager is struggling to handle conflicts within their team. To implement a successful training and development program, identify organizational and employee training needs. What are the pain points? What’s lacking? What can be improved? What’s the business impact? The best training programs address current processes and issues and also anticipate for future company needs. Your employees are your best source of information when it comes to identifying training and performance gaps. They have first-hand knowledge of the work, processes, procedures and issues involved and can provide valuable feedback and ideas you hadn’t considered. Seek input from your team before documenting training goals.
- Select the Appropriate Training Methods – When rolling out an employee training program, the subject matter isn’t the only item to consider. The training method — the mode in which employees learn — also affects their retention and ability to implement those newfound skills. Budget, location, the number of students, the type of training and your goals all impact the learning method you choose. Here are some of our most popular training methods:
- Instructor-Led Classroom – A traditional classroom setting where an instructor engages the students through a variety of practical demonstrations and is suitable for learners that are interested in a hands-on experience.
- Connected Classroom – A hybrid-learning format where students attend classrooms and connect online via video sharing throughout interstate. This type of learning delivery method is beneficial for businesses consisting of staff members that are based in various locations.
- Online-Live – This type of training method involves accessing a virtual online classroom through a remote location that may include a work office or your own home. Through the virtual online classroom, you can share screens with other students and the instructor, and engage in class discussions.
- Flexible Mentored Learning – The best training solution for students who want the best of both worlds. Self-paced learning and direct access to a dedicated certified instructor who is able to guide the students whenever they need support.
- Instructor-led Seminar – A frequently chosen training method for corporate and government organisations to train large groups and multiple staff members on specific topics.
- On-Demand – This type of training offers a more flexible approach where students are able to learn at their own time and within their own home. Students receive learning materials and have access to videos and guides where in some cases, may be available for up to 365 days.
- One-On-One Mentored Learning – A highly-effective training method for those who prefer to achieve their specific goals in quick succession, allowing them to accomplish tasks in just a matter of time.
- Dedicated Group Learning – This type of training offers a cost effective and efficient solution for business organizations to develop their workforce through training that is offered on their premises instead of our classrooms.
- Measure the Results – The best way to demonstrate the value of an employee training and development program is to show training ROI. Once you’ve determined the goals and training method, take measurements before and after training sessions. Did the course improve efficiency? Reduce the need to hire new employees? Determining training ROI demonstrates the value and business impact of training.
- Follow-Through on Action Items – The success of your training program hinges on the debrief. After every training session, make sure employees take time to process what they’ve learned. What are the takeaways? What questions do they have? What are the action items they’re going to implement as a result?This step ensures employees follow through and apply what they’ve learned.
- Make Learning & Development Part of the Company Culture – Employee training and development programs go further than offering a few classes — you should weave it into your company culture. Involve every level in the organization—from coordinators to upper management. Document training opportunities in the employee handbook, make it a company value and encourage employees to speak up when they find new educational opportunities. Having pre-paid training credits available for your team will make it easier for them to select the training they need. Vouchers+ is a credit-based training program that is significantly useful for business organizations and government councils that aim to invest in the personal development of their workforce. The Vouchers+ program helps corporate organizations receive discounts on training programs by using their training credits and essentially improving employee progression within the workplace.
Some Closing Thoughts
The complexity involved in rolling out an employee training program can prevent managers from pursuing learning opportunities for their teams. As the world’s largest independent IT training company, New Horizons offers custom corporate training programs and course to fit every business need, from executive training to advanced technical skills. Whether you’re looking to add a few classes to your current training repertoire or build a training program from scratch, we can help you find the right courses and training methods to achieve your organizational goals. Contact one of our Learning Solutions Advisors to learn more about this.