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Tips to create a successful on-the-job training program

job training program

Young generations are stepping in the organizations. Employees need new skill set and career development opportunities. Organizations have to lose millions and billions of revenue due to lack of engagement among employees. Best solution to this is on-the-job training programs.

Training programs in organizations improve engagement among employees, offer better learning and development opportunities, and also enhance productivity and loyalty among employees towards the organization.

Employees respect that conducting on-the-job training is vital for the success of an organization. According to studies, training expenses in the U.S. have soared by 32.5% to $90 billion. Lot of companies provide training programs, but they lack definitions, objectives, and proper tracking of success.

But, how do you make your training and learning programs effective without simply putting out money at them? The solution to this is getting a right learning management system on board. Inquisiq allows eLearning programs with tracking, monitoring, deploying, and content curation relevant to the roles within the organization at an affordable price.

1. Determine your requirements

Before you conduct training, determine what all are required? What is going on with your company? What room do you have for improvement, currently as well as in the future? What are the needs of your employees for career development and growth? What are the inefficiencies? What are the challenges your employees are facing? Are you willing to incorporate company culture into a training program?

2. Create a plan

Do not follow any training schedule. Create a plan and objective on how you will meet your training requirements? What L&D initiatives will meet the goals of employees and impact the end result? You can strategize department or organization wise. While making a plan, start with the basics and move towards advanced skills. Build your training programs based upon skills you have learned so far. Set a few benchmarks or goals to work towards it with increased productivity. While creating a plan, take the time to analyze the elements you need for your employees to achieve the competency in performance.

3. Learning styles

Every employee has different ways of learning. So, acknowledge different learning approaches. Don’t simply design your training programs around a single method. eLearning methods embrace endless approaches. You have employees who prefer visual learning through infographics, videos, or charts. On the same hand, kinesthetic learners prefer to learn via demonstrations or physical and practical activities. L&D should not be a binary exercise. Experimenting various learning styles while keeping it engaging will help make training fun for your employees.

4. Train managers as trainers

Use managers and team leaders as trainers, this strengthens your leadership. Managers giving the training, serves the leadership by participating in the training programs. Training and management can reinforce all attitudes and skills they need to see in the organization. Often, employees are wooed when managers take time out to train them. However, ensure that your trainers are capable enough. They should have the ability to communicate their experience and knowledge to learners via different learning approaches.

5. Regular revaluation

Once you have a training program set up, don’t just stop there. You need to evaluate the training program and employees regularly. Conduct reviews to track and monitor the employee performance and detect any room for improvement.

Go through the employees and assess them, ask where they need an add-on course or module. Ask employees about their opinion on current programs. Is it impactful? Did it help them in upskilling their performance? What else could you add? What are the changes you think management should do?

Conclusion

Adjust the training course, content, design, or approach based on the employee performance and feedback. Regular evaluation of your training program and making adjustments as needed changes results. Get a right learning management system on board for easier and affordable training initiative.

Read Next: New guy in the management: What does the Chief Experience Officer (CXO) do?

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