Providing training and development opportunities for your staff is good for them and good for business. Through appropriate training programs you ensure that your company has the right scope of skills to advance and work to the best of its ability. Your staff will gain new skills, which is good for them. This will motivate them and make them more loyal to the company which in turn means better productivity and better staff retention for the business as a whole.
So, learning and development in the workplace provide a host of benefits. But how to manage a successful training program for your company? Here are five tips to help you get the most out of your training investment and resources:
1/ Analyse and Prioritise
First things first, you need to conduct a thorough analysis of your current training needs. This should take into account your company objectives and the personal interests of your employees. Discuss training with line managers as well as execs to get a real sense of where skills gaps lie and what is needed to fill them. Once you have a list of training requirements, you need to work out what your priorities are and start with the most important training initiatives first.
How much of your company budget can you afford to spend on training? The figure you come up with should take into account a number of factors such as the number of working hours you’ll lose to staff training, the projected increase in profit gained from having a more able workforce and the cost of hiring and inducting a new employee. These figures all have a part to play in deciding how important staff training is to you and how much money you’re prepared to spend on it.
3/ Plan and Create
From this point, you can begin to plan your skill development sessions. Are low cost options such as manager-led training, job shadowing or webinars going to do the job? Or do you need to spend more money and plan attendance at conferences, book places on offsite events or employ an external trainer? You could also choose to devise your own training courses, tailoring course content entirely to the needs of your own company.
A key part of managing any workplace learning and development initiative, is evaluating its success. If you’ve chosen a low cost training option, is it proving effective or do you need to up the training budget to see results? How is staff training within a particular team translating into more effective working? Did your staff find the training useful or did they come across any issues with the course content or delivery? Ask yourself and your staff these questions to evaluate and improve your training program over time.
5/ Get in an Expert
If you don’t feel you have the skills in-house to manage a learning and development program, consider looking externally for some expert support. Training organisations can help you to devise the courses and sessions that will be of most value to your company objectives. However, these organisations won’t be as fully versed or fully invested in your company as you are, which can make their input less effective than having an internal manager. An alternative is first developing your own skills through leadership training. A course of this kind would enable you to strategize and manage staff training programs much more effectively.
Successfully managing your training and development program in the workplace can produce excellent results. Through good analysis, implementation and evaluation, you can boost your company’s profitability and the morale of your staff too.