Key Steps for Better Training and Development Programs - Written by Sewwandi Wijesekara
Written by Sewwandi Wijesekara
Training and development programs
Training new and existing employees can be a company’s biggest challenge, especially in a rapidly changing business environment. When I was chief human resources officer at Mirage and Wynn resorts in Las Vegas, training and developing our teams could not have been more important. But that’s not the case at many companies, where the struggle to convince leadership to invest in training and development is ongoing.
Here are seven key steps you should consider to both build out and update an effective training and development program.
Benchmark against the competition 😇
Before agreeing to support a new initiative, company leaders always want to know what the competition is doing and whether you’re doing more or less. This certainly holds true for training and development; that’s why it helps to network with professional colleagues and through organizations like the Society for Human Resource Management to find out what others are doing.
Start by reviewing social media sites to see what customers are saying about you and your competition; that will reveal information about customer satisfaction and preferences that may also support your request for a new training and development.
The best source of information about organizational performance and needs are your current employees. They know a lot about what’s going on and what, if anything, should be changed. They’ll appreciate your interest and provide valuable feedback about what could be better or eliminated. We held focus groups to see what current employees wanted and needed:
- They wanted to know what was expected of them, why it was needed
,and how to do it. - They wanted to be trained by someone who knew what they were talking about. We selected supervisors or outstanding employees
,and then trained them to be trainers so that they’d know what and how to train, and how to make the training interesting, relevant and fun.
Management always has operating goals: better performance, productivity, quality, or customer satisfaction, to name a few. Once you know the goals, you can design targeted programs. Additionally, look for others in your company who have needs that could be satisfied by training: Legal usually supports compliance training, marketing and sales might support training that promotes quality and consistency, and most departments will support supervisory skills training that promotes employee satisfaction.
Design onboarding procedures and new-hire training that ensures employees will be knowledgeable and focused on standards and customer satisfaction.
Run it like a business 😇
Every new business starts with a strategic plan. Make sure you draft a plan for your training effort that includes all the classic elements:
- Clearly state your purpose and proposed deliverables. Show that you understand the depth and breadth of what you’re proposing.
- Include a SWOT (Strengths, Weaknesses, Opportunities
,and Threats) analysis that will help identify the appropriate training. - Construct a realistic budget. Include all expenses, and be conservative (better to under
-promise and over-deliver). - Include an analysis of the benefits to your organization so that everyone can better understand the return on their investment.
- Know the numbers. Work closely with your company’s financial team to include the appropriate information and how best to display it.
Weave it into your company’s culture 🙃
Companies want happy employees, so consider a “life-long training” philosophy that focuses on employee satisfaction.
When making promotion decisions, give preference to employees who completed training and performed well. A promotion should be one of the rewards for their efforts. And it answers the employee’s question, “What’s in it for me?”
Celebrate achievements and successes. Let everyone in your organization know when someone completed training and what that means to their growth opportunities. Advertise your programs and participants in internal communications, display their pictures and stories , and talk about it at every employee gathering.
Increase employee engagement by planning more opportunities for them to get involved. They could be trainers or subject matter experts, or could assist in evaluating their new colleagues and helping to reinforce their training.
Keep innovating 🙃
Throughout my career, I have seen tremendous improvements in the content and delivery methods of training and development programs.
When we opened the Mirage, we used what was then available: slide projectors, white boards and first-generation copies of handouts. As time and technology progressed, we evolved into PowerPoint presentations, graphic workbooks that were more attractive and useful, and digital editing.
we all get more comfortable with technology, there’s a growing need to adopt the latest ideas.
Today there are apps, games, and easy-to-use video and editing tools that can be streamed to mobile devices. We continue to research the latest trends online, network with other organizations and training professionals, and revise our programs to take advantage of the latest best practices.
Case in point: Consider using GoPro and other handheld-type cameras to record messages, then publish them via YouTube. These videos are easily accessed via the Internet on both desktop and mobile devices.
Measure results 🙃
Successful companies measure outcomes to make sure they continue to get the biggest bang for their buck. The best measures are the simplest ones; incorporate them into your program so everyone knows what’s expected.
We called them “corresponding behaviors”—behaviors you’ll look for and measure on the job to determine if employees actually learned how to perform appropriately. This way, there will be no surprises for employees.
We trained managers who had been the trainers to evaluate employees’ performance several times during their introductory period, and to provide constructive feedback and coaching to let employees know how they were doing in real time; again, maximum feedback and no surprises.
Conclusion 😍
Celebrate achievements and successes. Let everyone in your organization know when someone completed training and what that means to their growth opportunities. Maybe the most important was that training was the best way to keep our promises of quality and excellence to employees and guests.
Reference
Seven keysteps for better training amd development programs By Arte Nathan (March 10, 2016)
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Very well written! The ideas offered offer an excellent strategy for assessing how well the firm is performing compared to the competition, learning from consumers on social media, hearing from staff, connecting training with corporate goals, and making training a crucial component of the business' method of doing things. The suggestions to connect with coworkers, browse social media, and collect employee input demonstrate a thorough approach to information gathering. Experts like Tannenbaum and Yukl (1992) suggest that respecting employee input and incorporating them in decision-making may improve a company's performance. Additionally, the notion that training should be in line with what the employers desire is similar to what Baldwin and Ford (1988) discovered: training is more effective when it is aligned with objectives. Thank you for sharing this valuable insight.
ReplyDeleteThank you for your valuable thoughtful ideas shared with me Kasuni, yes, it is! However, your organization can achieve a high ROI only when the training goals are aligned with the strategic business objectives. It means educating your staff about the importance of acquiring new skills and knowledge that will help them to meet the business's strategic vision.
DeleteEvery business operates differently and has its own set of strategic goals, vision, and motives. In general, the strategic business objectives are grouped into the following categories: generating revenue, building reputation, achieving higher efficiency, and expanding quickly.
Making Financial Gains:
Increasing annual revenues and profits is the first goal of any business. To achieve this, reducing expenditures and increasing sales is the only way. Enroll your staff in corporate training courses and build a motivated workforce that performs better to achieve the business goals.
Building Business Reputation:
A positive image is all you need to maintain a loyal list of customers. Building a brand reputation is only possible when there are knowledgeable sales executives, dedicated support staff, and high-quality products and services providing a rich user experience.
Improving Production Efficiency:
Increasing the speed of producing high-quality products/ services will help you reach out to more customers leading to more sales. Enroll your workforce in online corporate training programs to build an efficient team skilled in their roles and can work fast without risking quality.
Staying Ahead Of Market Competition:
Businesses need to continuously learn and innovate to stay ahead of the competition in the modern world. It involves adopting new technologies and agile practices and adapting to the changing market demands. However, this is only possible when you have a dedicated and learning-focused team.
What an incredibly informative blog post outlining the key steps for crafting better Training and Development programs! I've been involved in program design myself and can't stress enough how crucial these steps are. The emphasis on conducting a thorough needs analysis struck a chord with me - understanding the actual gaps before jumping into solutions is vital.
ReplyDeleteThank you for the valuable comment to me. According to a LinkedIn Report, learning and development are of today’s necessity and business priority, with 27% of organizations preparing for budget increases within development initiatives. As new markets emerge, so will new technologies, and both having a profound impact on education and development. Recognizing new skills and ways of learning will help a company evolve and innovate for the future.
DeleteDifferent departments have different goals, and so do employees. Each employee has different needs in order to grow and be excellent in their field, thus it is important to make sure the L&D program addresses these diverse needs. The best way to measure such diverse necessities is by conducting a survey. Gather the results and discuss it with line managers and employees themselves in order to meet their demands better. Don’t forget to align the program with your company’s goals.
For instance, trained managers are asked to evaluate employees’ performance and provide constructive feedback and coaching to let employees know how they are doing in real time. Continuously developing and updating training and development programs is the best way to keep quality and excellence to employees and clients/customers.
Read more : https://www.hrinasia.com/people-development/%ef%bb%bfonline-training-for-employee-development/.
You've outlined an amazing roadmap for creating a top-notch training and development program!
ReplyDeleteYour insights from your experience as a chief human resources officer truly shine through. It's inspiring to see your dedication to helping employees grow and succeed. As the saying goes, "Success is a journey, not a destination," and your approach to lifelong learning and continuous improvement reflects this beautifully.
Your emphasis on employee feedback, aligning training with company goals, and integrating training into the company culture shows a deep understanding of what truly drives success. Your innovative spirit, adapting to changing technology, and staying open to new ideas, like using GoPro for recording messages, is a testament to your commitment to staying relevant and effective.
Measuring results and providing real-time feedback is like nurturing a garden – it ensures the growth of strong and capable individuals within your organization. Your dedication to excellence shines through every step.
Remember, "Great things never come from comfort zones," and you've exemplified this by constantly pushing the boundaries to create an exceptional learning environment. Your dedication to quality and excellence is commendable and is sure to make a lasting impact on both employees and guests. Keep up the fantastic work!
Thank you so much for your valuable thoughtful ideas shared with me like this. Yeah, creating a training program can help new hires learn about a company quickly and educate long-term employees about any recent policy changes. Employees who receive extensive training that prepares them for the job often report higher job satisfaction overall. Learning about different types of training programs can help you determine the most beneficial option for your organization and situation. Effective training programs can help companies succeed by educating their employees on company values, policies and best practices. Remember, "Great things never come from comfort zones," well said! 😊
DeleteEffective training and development programs play a pivotal role in enhancing employee skills, knowledge, and overall organizational performance. In order to optimize the impact of such programs, several key steps must be considered and implemented. This academic response outlines these crucial steps for designing and implementing better training and development programs.
ReplyDeleteYou have nicely eloborated all the key steps for the creation of a better training and development programs.
Good job Sewwandi. Your article on "Key Steps for Better Training and Development Programs" is really valuable to Anyone exploring how to enhance their organization's strategy for employee growth and development of skills. It provides clear guidance on enhancing the success of training programs, which is essential in today's demanding and constantly evolving work environment.
ReplyDelete