Corporate training design and delivery is changing faster now than it has in decades. The old diet of classroom based training is still on the menu but it has been joined by a range of technology driven options and lateral thinking. Training frameworks need to be carefully planned and fully integrated with capacity and capability initiatives. Retention and development are a lot more cost-effective than a conveyor belt of new employees who are waiting for the opportunity they ‘really’ want. An outstanding training framework gives us the chance of being the organisation that they ‘really’ want to work for. Being an employer of choice does not happen by accident.
Here are 8 steps that can help shape your thinking in upgrading your training framework:
1. Accept that training is an essential part of increasing productivity and engagement. It is not an optional extra.
2. Work harder at the front end. Work out your capability requirements and think through the learning objectives that the training will achieve. Evaluate what is needed to train your people for the job they are employed to do. Provide opportunities for career progression. Build opportunities to train for the next level.
3. Don’t be afraid to think beyond the well worn path that everyone else follows. Work out what is right for you and follow it regardless of what everyone else is doing.
4. Don’t over-train then for their core roles. A 3 hour course may be just as worthwhile as a 2 day course.
5. Create in-house learning opportunities (projects, micro-secondments).
6. Involve senior management. They might like to think they know it all and they are too busy to participate in training, however their involvement sends a message to all staff that up-skilling and personal development is important to your organisation.
7. Consider mentoring and cross-corporate collaboration. Look at successful companies and approach key people to share their recipe for success with you.
8. Variety is the key. Choose the tool or combination of tools that best suits your circumstances. Face to face, E-Learning (a great way to convey short training bites to a large number of staff at once. Great for organisations with a geographical spread, low administration required.), on the job, secondments (internal/External).
– Dave Griffith
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