How To Implement Training In Your Organization?


The day we stop learning is the day we stop growing. This is also true for employees in an organization who seek to take additional responsibilities and move up the corporate ladder. The learning and training department takes care of this and ensures employee readiness for the required job. Though training is essential, it is difficult to implement a training program.

Why is it difficult to Implement training?

1. Employee schedules

Long working hours and targets have over-burdened the employees. To fit anything extra in this cramped timetable is a difficult task. Even if employees are willing to undergo training, it might be hard to find the time for it. It comes as the biggest challenge to implement training.

To solve this problem, the training department can implement micro-learning i.e. delivering only the essential content in short duration bits and pieces. Smart graphics can be used to teach many concepts at once. These smart graphics have proven to be an effective teaching aid. These also save the time involved in the reading text in thick books and reports.

Trainers should also provide their training material on mobile phones via apps. This would enable accessibility whenever the employee is relatively free to undergo training.

2. Expenses

Companies find it difficult to implement a training program due to major expenses of Content development, booking venues, buying equipment and the opportunity cost to employees.

A solution to this would be to implement training via digital means using webinars. This would, in turn, take care of most of the above-mentioned expenses.

Another solution would be to sensitize the concerned authorities of the utility of the training program. Companies must conduct and present a proper cost-benefit analysis, citing short and long term gains to receive the required amount of funds.

3. Employee locations

With businesses expanding throughout the globe and with people working on the field, it is difficult to gather the required number of employees for training is difficult.

Training via prerecorded or live videos provides a simple solution for the problem.

4. Learning Habits are different

People of different ages, genders, cultures, educational backgrounds, and learning habits made up a training group. To devise a one-size-fits-all course for such an audience is simple, but might not be very effective.

Solutions to tackle these challenges

The solution to the challenges that companies face as they implement training lies in analyzing employee learning preferences beforehand to gauge their comfort levels, especially with technology. The next step is keeping it simple and crisp without the use of flowery language or unnecessary jargon. The program can be a mix of video, graphics, and text to cater to everyone’s learning habits.

1. Employee Engagement

An employee can gain maximum knowledge by retention, emotional, behavioral and cognitive engagement. In the absence of this engagement, learning is only passive and is soon forgotten. Lack of engagement also leads to a lack of interest.

To solve this problem and to implement training effectively, the case study and role-playing method with related examples have been found to be effective. The benefits and outcomes of the training program must be communicated to the employees to engage them.  A culture of learning can be developed so that there is active engagement from the employees.

Before every training program, a buzz must be created about it. Companies should depict these as an opportunity for growth and self-development.

After the completion of training, employees should be provided with certificates.

2. Generic training

If the training program does not focus on one particular skill or on skills that will help perform the job better, it will get a cold response from the trainees.

Trainees can categorize the outcomes of the training into essential outcomes and supplementary outcomes. The essential items should be made mandatory to learn while the supplementary may be optional. To quickly deliver the required skills at the right instant of the employee’s growth journey, just in time training can be implemented.

Thus, by taking care of these essential challenges the organization can create an effective training program, and implement training that engages the maximum amount of employees and feeds back the growth into the organization.



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