Training is an essential element of development in any organisation. Being knowledgeable and continuing to learn throughout your career can make you a very valuable asset. We also know that training and orientation (or ‘on-boarding’) for newly hired employees is a key factor in retention. This course is designed for a trainer who wants to develop training programs that are meaningful, practical, and will benefit both trainees and the organisations they work for.
We also know that training and orientation (or ‘onboarding’) for newly hired employees is a key factor in retention. This course is designed for a trainer who wants to develop training programs that are meaningful, practical, and will benefit both trainees and the organisations they work for.
Learning online or e-learning courses have several obvious advantages which benefit the student. Other than being able to learn any time and in any place 24/7 add flexibility to the process. Choosing the time suits you to advance your learning.
The coursework is available to the learner to go over and to revise countless of times before finally taking the exam. Also, should the first results are not satisfactorily, you can retake the exam.
You are no longer restricted to set hours and having to rebook another course when the exam results are not as good as you can achieve.
Nearly everyone recognises the value and benefits of workforce training. When done properly, training can make workers more efficient — increasing production, revenue, and profits while decreasing costs, waste, and inefficiencies. Effective training can lead to increased compliance with regulations. It can even lead to a happier, more satisfied and engaged workforce, which in turn reduces turnover and costly new employee onboarding. So the benefits are many.
But creating effective training isn’t easy. Some common problems include creating training that doesn’t support a true business goal, or that’s intended for a problem that training can’t fix, or without first identifying the true purpose of the training, or that includes too much information. Or maybe all of those things.
So, how does one create effective workforce training materials? Below is an eight-step road map to help you create more effective training materials. Entire books have been written about each of these steps, so there’s far more to say than what’s written below. But this article should serve as an effective getting-started guide in your quest to create workforce training materials that work.
Beyond that, we’ve added some notes in the conclusion of this blog to get you thinking in a “what’s next?” manner. Because the neat thing about designing, developing, delivering, and evaluating training is that you’ll never know everything and you’ll be best served by being a lifelong learner yourself.
Imagine someone at work perceives a problem and thinks a new training program might resolve it. For example, maybe the production manager says that her workers need to be more efficient and create more units of a product. Before anyone rushes off, creates training materials, and conducts the training, it’s a good idea to take a step back and assess the situation. That’s what the training needs assessment is for.
The basic training needs assessment is a four-step process. Those steps are: