Although the US economy has recovered and unemployment is the lowest since 2008 at 5.1%, employees still share several common complaints. One of the complaints involves a lack of training in corporate America. According to a recent CareerBuilder survey, 35% of participants maintain that increased training and learning opportunities would motivate them to stay with an employer. Companies have preached the need for trainable and teachable employees who can master new skills quickly. This sentiment may be shared by employees and companies, but managers, directors, and executives must create training strategies to acclimate new employees and to further their development as a means of promoting success.
Three popular and effective training strategies are used in most industries and careers. These three systems include instructor-led training, web-based training, and hybrid training. Hybrid training involves a combination of instructor-led training and web-based training, which breaks up the potential monotony of many corporate-training programs.
Instructor-lead training is often helpful because the facilitator usually knows the job requirements, skills, company culture, and desired performance outcomes very well. In addition to these general competencies, the facilitator should also be charismatic and engaging since corporate-training classes can last anywhere from 4 to 12 weeks; as a result, you want to make sure the training instructor can master the material and keep the attention of anxious new-hires for the entire time. However, few employees are fully qualified to serve as facilitators for instructor-led training while keeping the material fresh and the class interested. As a result, training programs can quickly become outdated and dry without constant analysis and feedback from participants and instructors.
Web-based training is much more interactive and can reach each trainee on several levels. Web-training usually offers examples, samples, and opportunities to test the trainee’s knowledge of several concepts while evaluating his or her progress. Web-based training is often highly customizable as well, but it also can involve several risks. Sometimes technology can fail, and the training environment may be plain or lacking excitement. As a result, it is important to update the web-based training environment and to offer new features to stimulate the trainees’ attention. Many companies find it helpful to integrate gamification – that is, gaming techniques and concepts for the additional challenge through healthy competition.
Understanding the purpose of your training program can help to determine the best strategy and system of training that will give you immediate ROI. Here are several points to consider when designing your training strategies:
Who is being trained?
What type of training?
If this list seems overwhelming, do not worry. There is help available to assist you with creating better and more relevant training programs. Skill assessments not only improve your company’s talent recruitment and candidate selection, but also employee training. These training assessment tools allow you to evaluate and screen your employees’ training needs, as well as identify the relevant positions and accommodate skill levels. You can use assessments to identify a skills gap and to assist with benchmarking for employee-succession planning.
Amidst so many changes in technology and consumer tastes, companies have to pay attention to emerging themes and must deliver top-level service to their clients and customers. Although workers may be more skilled than in the past, they are also demanding more training to keep up with the marketplace innovations and career development needs. To be an industry-leading organization, you must be able to sustain growth, which is made possible by making useful and engaging training resources available to all employees.
Chris Fields is an HR professional and expert resume writer with more than 13 years of experience as a former practitioner and current HR consultant. He is the curator of two websites: CostofWork.com and ResumeCrusade.com , and contributes HR-focused content to many others, including PerformanceICreate.com and SmartRecruiters.com .
He has been listed by the Huffington Post as one of the “Top 100 Most Social Human Resources Experts to Follow on Twitter”, one of the “Top 40 under 40” by the HR Blogger Network, one of the “25 Must-Read HR Blogs in 2013”, and also featured on Oprah.com.
He is very active with the Society of Human Resource Management, working closely with conference directors, communication chairs, and social media teams from Illinois, Oklahoma, and Tennessee to develop social strategies to engage attendees and enhance their conference experience.
Chris earned his master’s degree in Labor and Human Resources from Ohio State University. In 2005, he moved back to his hometown of Memphis, TN, where he has developed a reputation for helping his clients create HR strategies, and individuals master the tough economic challenges of the South.