If your company has a mission or vision statement, use that to guide you as you develop your training goals. You want the training goals to be compatible with the overall objectives of your company. Be aware of what you want to accomplish. For instance, the purpose of the training may be to prepare employees for emergencies, improve business offerings or protect the privacy of clients.
Outline the skills, information, and certifications that participants will gain by undergoing the training. These might include mastery of specific software applications, detailed knowledge of company policies and procedures, or enhanced customer service skills.
If possible, note the benefits of achieving these goals. You might note, “Once these new employees are trained we will have X number more hours of production each week, which should increase our overall profits by X%. "
Create a training topic outline. When conducting training on productivity software, for example, your topics may include creating files, formatting text, copying and pasting text and saving files. [4] X Research source Break down the topics into specific titles. For example, formatting text might be divided up into 3 separate lessons: formatting fonts, paragraphs and tables.
Determine the best training modality. You might deliver the training via online files, video conferencing, in person instruction or audio files. Choose the method based on the objective. For example, software navigation may be best taught in person or via video, whereas delivering information about safety procedures may be adequately communicated through web-based files. Engage participants to engage in the training activity. Puzzles, problem-solving exercises, questions, and writing activities are ways to keep trainees focused on tasks. Participation can help the trainees more effectively absorb the material. Accommodate a variety of learning styles. Watching video demonstrations, listening to audio and participating in hands-on exercises are ways to diversity activities.
For instance, explain that you will use one-on-one training for detail-oriented tasks. Some tasks are best learned by observing and actively doing them across a substantial period of time. In this case, one-on-one training delivered in the form of shadowing an experienced person might be best. You could also note that you will train people in small groups for tasks requiring interaction. Teaching customer service skills, for example, may be done in small groups using role-play and problem-solving activities. Utilize large group training for overviews. Delivery of information and overviews can be done in large groups. Break the large group into smaller groups, if necessary.
Establish a timeline for making all preparations. For example, you might hire a trainer a month in advance, book a meeting space 2 weeks in advance and inform all trainees of the training location and requirements several weeks in advance.
Include a list of resources in the training plan. Trainers may need presentation tools, a computer or chalk. Trainees may need workbooks, training guides, video players or other equipment. Review the list of resources prior to the training. Consider each step of the training to ensure that all equipment, materials, and tools are accessible and functional.
Have concrete assessment tools included in your training plan. For example, you could have trainees complete a quiz or test after each module. Have trainers ask for feedback. In your training plan, indicate that trainers should observe the trainees attitudes. If the trainees seem lost or unmotivated, indicate that that trainers should address that.
For example, some groups may be less talkative than others. Instead of a large group question and answer session, have the the trainees work in pairs. In your delivery of the material, you will likely use specific examples to illustrate your points. If the trainees do not seem to comprehend the material, make sure that there are alternate examples included in the training plan.
Group the trainees by training type. For example, some members of the organization may need simple overviews, whereas others involved in the day-to-day completion of tasks may require in-depth training.
Other costs to consider include meeting space rental, trainer compensation and employee time. You may also need to speak to your organization’s facilities manager. They can help you reserve conference rooms or lecture facilities. Let your IT department know that you might need some assistance during training, particularly if you are teaching online or using tools such as video conferencing.
Look for trainers who have experience using the methods that you want to offer. For example, if your training is to be conducted online, make sure to find someone who feels comfortable using that platform. Communicate with your trainers. Allow them the opportunity to ask questions and make sure that they clearly understand the objectives and desired outcomes.
