What It Takes To Build A World-Class Employee Training Program

What It Takes To Build A World-Class Employee Training Plan

by | Aug 6, 2021 | Operations | 0 comments

What It Takes To Build A World-Class Employee Training Plan

by | Aug 6, 2021 | Operations | 0 comments


What It Takes To Build A World-Class Employee Training Program



CFO: “What happens if we train them and they leave”? 

CEO: “What happens if we don’t and they stay”?

It may sound cliche, but similar discussions have taken place around many boardroom tables throughout the years – and, unfortunately, continue to do so even now.

If you want to build a world-class business, you’ll need a world-class training plan that can produce future leaders. The war for talent is on and it’s pretty challenging to find qualified and well-trained employees who want to jump on board especially if you are a startup. There is only one solution to address this concern- Creating a world-class training plan for your employee that aims to facilitate internal growth and help you scale your business.


Why is creating a world-class employee training program essential? 



In a world where consumer expectations, markets, and technology are always changing, it is a no-brainer that a solid employee training plan is important to prevent internal skills degradation and knowledge drain. 

Having a robust world-class training plan in place is essential for employee development programs. It supports employees in learning new skills for their current job while also preparing them for future responsibilities within your company. It also helps to maintain employee retention- a problem faced by many companies.


Steps involved in creating a world-class training plan for your employee



Businesses across the product spectrum use training and development to prepare for the future. The purpose of training could be anything from updating an employee’s knowledge and skill sets to assisting them in adopting new technology or exploring new markets. A poorly planned or performed employee training program might sabotage these efforts and cause a company to fall behind, losing millions in revenue.

With the expense of replacing an employee ranging from six to nine months’ salary, plus the cost of advertising scouting for new personnel, it’s crucial for organizations to engage in continuous employee development. 

With these proven and the most effective steps, you can create an efficient training strategy that is sure to benefit both your employees and your company in the long run.



1. Defining learner’s personas


The first critical stage while developing a world-class training plan is to take some time to outline the elements that will serve as the foundation stone for your employee training plan. A few of the things you need to clearly define here are- learner personas, goals, and success measures even before getting into the nitty-gritty of your training content creation.

Also Read : How To Maximize Engagement With A Hybrid Workforce

To begin with, you need to start defining your employees into categories based on their skill sets/ departments. In the next step, understanding what training they need and what they don’t is crucial. Once these two pointers are decided, you need to have a perfect training calendar to ensure that all the topics you intend to cover through your training are comprehensively taken care of.



2. Identifying your business goals and aligning them with your training plan


The second stage is to focus on identifying your larger business goals once you’ve defined your learner personas. The fulfillment of strategic business goals is inextricably linked to the people who work for any organization. Increased sales, improved brand reputation, efficient manufacturing, and competitive advantage are all dependent on their knowledge, abilities, and willingness to learn.

This is why training with the more focussed approach on the company vision and creating depth within the department is critical. And when this is done, employees can see the strategic vision and mission operationalized by cascading them down to training and development goals. They become real, substantial, and relevant in relation to their own occupations and responsibilities.



3. Creating a training plan outline


It’s time to curate a solid content and organizational structure of your training plan after you are done defining your learner personas, goals, and success response.

Begin your outline by focusing on the subjects you wish to address in your training plan. Ask yourself, “What information will add value to employees?”. What exactly do they need to know to realize the training objectives and goals?

If you’re looking at establishing a training plan on how to deal with difficult clients, your employee will need to know where customer dissatisfaction comes from and how to reduce it.



4.Optimizing Participation


You want your employee to be interested in the information and able to understand each section. The training plan should act as a catalyst that fosters employee participation. The overall training plan should Provide your employee with a feeling of belongingness where they feel supported by the trainer.

Mixing up your media and presenting technique, as well as breaking up your content into pieces, is a smart way to avoid confusing or overloading your employees. Incorporate attractive graphics into long chunks of text, and engage your audience in casual, conversational speech rather than lecturing.

One of the most important things to remember while conducting training is to keep the employees involved and ensure that they are appropriately engaging. Let’s say If the training is for salespeople and simulated sales calls; you can focus on setting up a mock setup with real-time situation handling. This will keep the employee engaged and participating instead of the entire training just being a one-sided lecture.


5. Measuring Success


It is a proven fact that most of what you learn during a training plan can soon be forgotten if you don’t put it to use in your day-to-day business process. There could be a substantial time delay between receiving training and performing a job. Training must be retained long enough to be applied in a real-life situation if it has to be effective.

Making sure that the training is designed to meet the needs that you and your organization have identified is a crucial element. This can be achieved by having a system in place that ensures that the entire training plan is integrated with your company’s business process. Once implemented successfully, this helps you to assure that participants will have opportunities to apply the knowledge and skills learned during the training sessions effectively in the future.



Final thought



The entire training process can be more challenging in an organization with multiple stakeholders, and red tape slows things down. A clear blueprint of your employee training plan will give you an early advantage and save you time and headaches in the future.

Even while creating a training program consumes a lot of bandwidth, you may think of it as an investment- the more you sow, the more you reap

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