When it comes to the success of an organization, employees play an important role. The capabilities of a quality employee are directly proportional to the enrichment of a business. Planning corporate training for employees boosts their productivity which then reciprocates in several ways for the betterment of the company.
Further supporting these facts, an organization spends nearly $1,252 per employee for training and development, as stated in the State of the Industry Report presented by ATD in 2016. The result of conducting a corporate training sometimes favours the organization, but many times it fails miserably. So, before investing in a training program, it is better to take a step back and double-check the training modules.
To make your assessing process smoother, here is a checklist for evaluating and implementing a relevant training module. This checklist is divided into three parts.
Part 1. What Does A Successful Corporate Training Module Look Like?
Part 2. How Can You Develop The Same Characteristics In Your Training Module?
Part 3. What To Do After You Delivered Successful Training Through A Proper Training Module?
So let’s get started.
Part 1: What Does A Successful Corporate Training Module Look Like?
There cannot be a single one-size-fits-all training module that's appropriate for all organizations. But, if you look at highly successful training modules, you will hopefully find the below characteristics present in their training modules:
- Characteristic No. 1: The training modules are prepared around a particular need that an organization is aiming to fulfill by planning a training program for their employees. The need-identification is a must have.
- Characteristic No. 2: They have specific goals to achieve and proper metrics in place to measure the progress on a regular basis. These keep them agile and help them to shift strategies as and when needed.
- Characteristic No. 3: The training modules contain relevant content that is applicable and easy to understand at the same time. Including interactive content in a training module engages the learner to read further.
- Characteristic No. 4: They manage the program effectively by assigning a program manager and using the technology advancements. This program manager scrutinizes the modules thoroughly to implement the best practices.
- Characteristic No. 5: They have a well-designed marketing and communication plan to promote the modules to their employees. This process should be as effective as the modules of the training program.
Part 2: How Can You Develop The Same Characteristics In Your Training Module?
According to Jeffrey Berk, the Kirkpatrick Model of Training Evaluation is an excellent theoretical approach, but it needs more practicality in evaluating a training program.
The foremost thing you need to put your mind on is the Learning Management System (LMS). There are many efficient Corporate Learning Management Software available that you can consider. But, if you are looking for an open source learning management system, then you can check with Moodle and Totara Learn LMS(s). Where Moodle is built for general learning purpose, Totara has some extended features as a corporate training software.
Let’s have a look at how you can measure the presence of the characteristic as mentioned earlier in your very own training module.
1. Assessing The Need
As per the research report presented by HR-Survey, the need can be determined using a simple equation, i.e. The Required Performance – The Current Performance. An organization needs to assess the gap between the current performance of the employees and what training outcome they expect.
This assessment process can be in the forms of thorough research, internal survey, or face-to-face interview. Once you know the exact need, it becomes easy for you to set the modules.
2. Setting Goals And Using Proper Metrics
According to Management Help Organization, setting a SMART (Specific, Measurable, Achievable, Relevant, Timely) goal is necessary while developing a training program. Use metrics like effectiveness, cost, time, quality, quantity etcetera to measure the organizational goals.
3. Creating Interactive Content
According to Training Industry, the essential part of developing a relevant training module is creating interactive content. If your training module lacks visual treats and is packed with dull texts and long paragraphs, then don’t expect much regarding the ROI.
Interviews, Checklists, Videos, Animated GIFs, Memes, Games, Graphs, Charts, Screenshots, and Slideshows are the ten types of content formats that you can use in your training module to make it more attractive. You can easily get these features in a new generation enterprise LMS.
4. Proactive Management
A training program becomes more effective when it is led by a person. Personal interaction gives a lively touch to a training program as the trainees know that someone is always there to monitor their activities. An open-minded, curious, and motivated training manager is always eager to develop new skills in employees through proper training and works accordingly.
5. Proper Marketing
Once you are done with creating the training modules, it is time for outreach and distribution. This task is mainly assigned to the project managers who then promote it through internal marketing. The concerned person reaches out to the employees one by one and interests them to get enrolled in the training program.
Part 3: What To Do After You Delivered Successful Training Through A Proper Training Module?
Once you have trained the first batch of your employees using your training module, you can ask for their feedback. Always provide lifetime access to the training modules and keep updating the modules as per industry standards. Send the trained employees a notification whenever you update the module with fresh content. Use the feedback as testimonials to attract more employees to opt for the training.
Create a training module that your employees will love to go through is not rocket science. The three things you need to take care of are - the goal, interactive and engaging content, and last, but not least, the proper metrics set to measure the process and outcomes. With these three things at the place and you are good to go!
Disclaimer: This article was contributed by guest blogger Kamy Anderson. The views and opinions expressed belong to the guest blogger alone and do not necessarily reflect the official policies or opinions of Lambda Solutions.