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Why is training and development so important? Because the demands of the workplace are constantly changing. Employee training programs keep your staff current with today's top workplace issues — everything from harassment prevention and corporate diversity training to on-the-job safety and forklift training. And with the wide variety of low cost training and development materials now available, you can choose the right corporate training supplies for your budget and your workforce.
The success of your training depends largely on the forethought and preparation you put into it. The following suggestions will help you get more bang for your employee training buck.
If your choice seems to be a toss-up between two equally deserving people, and job skills testing hasn’t identified a clear difference in need, break the tie by asking yourself a few questions:
Set the stage — Give attendees all relevant materials, including program handouts, an agenda, and job-related documents or other information they’ll need in advance. That way, they’ll be familiar with the topics, and ready to get the most from each training session.
Be sure, too, to clarify the benefits to be gained from the training experience. Set clear objectives for training and development, so our employees understand your expectations. Finally, be upbeat about their attendance. You can’t expect them to feel excited unless you’re enthusiastic, too.
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How you conduct classroom-based training courses can have as much impact on the employees’ success as the material itself. Here are some ways to build rapport and deliver employee training in a meaningful way.
To learn more about the group and to get the ball rolling:
How can you bust through the stereotype of a boring lecturer and capture the class’s attention?
After your employee training programs, ask attendees to condense the most important information they got from each session in a memo or report, along with suggestions for applying the material in their own work or departments.
Knowing that you expect this type of response should motivate them to pay attention, take notes, ask questions, relate training materials and techniques to their specific jobs, and bring back literature both for their own use and to share with others.
Besides the summary report, you might ask attendees to distribute tips, checklists or other helpful handouts to coworkers who didn’t attend and to discuss their experience in a group meeting. This would broaden the training’s value base to include everyone in your department and improve the cost/benefit ratio accordingly.
Also, ask attendees how they’d rate the training in light of the skills or abilities they needed to improve. Was the information too elementary? Too advanced? Did the trainers emphasize theory over application or fail to relate the information to practical workplace issues and concerns? These questions can help you decide whether to send more staff members in the future or opt for a different program or training provider.
Improvement is, of course, training’s litmus test. What tangible evidence do you see that the employee’s skills or productivity actually improved after the experience? If they did, you’ve verified that your training dollars paid off and that the benefits did, in fact, outweigh the cost.
Only TrackSmart.com gives you a simple, yet comprehensive solution that takes just minutes a day and gives you back an unprecedented level of confidence.