Moving with Times Through Company Training and Development.
Now employer can reap the benefit of their employees after attending the training and development programmes.
Let’s begin the interrogation in a “training-logic” manner. What are your expectations for your company training and Development? It’s easy to determine that. Simply refer back to the core goals, vision and mission of your organization.
Describe your organization goal in one sentence. Now describe the learning needs of your organization. Make it a simple list. Write it below the organization goals sentence. Finally, what are your assumptions and evidence on the performance level of your employees?
Are they up to par? Is the competing organization grabbing your main projects? Are customers happy or complaining? How are you doing on social media? In short, what is your training strategy?
Do we see a flat line on our “lie-detector machine”? Flatlines usually means you are in denial! You may be creating great content in your learning materials BUT it may not be current, relevant and responsive to your organization and its employees.
Your employees may seem to study the training materials but they don’t perform, change attitude or behaviours as expected. Maybe they don’t have time for instructor-lead-trainings. Understandably, they are adults who have families and perhaps higher education responsibilities.
Does your current company training and develoment strategy accommodate these discrepancies? Have faith, this is not one of those “hold your head in your hands” moment! Simply follow the tips given in this article. We have a tried and tested strategy we are here to share with you.
Let’s do this right. Here’s why you (really) need to move your company training and development with NYC: To be able to do all of the above with excellence. Here’s how:
Suggested Reading: Most Profitable Business Ideas – Manpower Supply
How To Train?
Ready to get the most out of your employees? Start by teaching them right.
Pinpoint sectors that will most benefit from a training program. Spot specific areas of your business in which training will help to produce revenue, increase productivity or reduce inefficiency.
E-learning developers know that a course development process is never complete. It is cyclic and continues in iterations. What is the source of the feedback for iterations?
Comments from learners completing a course. The pre and the post-course survey. The random course improvement polls. The questionnaire of performance improvement after the course.
All collectively provide pointers for course improvements. Small improvements lead to great satisfaction.
We didn’t save last for the best. This is actually the greatest advantage of HRDF training. Learners are not bound to space, pace and time.
Freedom to learn regardless of time constraints in a powerful motivator. It creates an independent, autonomous and ultimately a lifelong learner.
Did we mention yet another benefit of company training and development in order to move the company forward and beyond? Trainees shared their learning pleasure (in an infectious way) with other learners. This is essentially an attribute of HRDF training. Now employer can reap the benefit of their employees after attending the HRDF training.
Scribbled by MATT, Program Director of NYC Leadership Training and Development