Stand-alone training that is not a part of a broader company training plan brings companies lower value than an integrated approach that includes learning, leadership and change management. The system of training in a company begins when top management recognizes that it is facing problems it is unable to handle due to the employees’ lack of skills. This is also your moment to come up with a solution. Practical advice for implementing an internal training system was brought by clomedia.com.
1. Begin by creating an impact map of the proposed training plan
Creating a so called “impact map” is a practical method used to identify training needs, evaluate options and quickly propose possible solutions. Its visual format clearly links the content of the training to the results that the company’s management wants to see.
2. Design the specific courses and review the work processes
Two parallel tasks follow the impact map: designing the courses and reviewing the work processes and instruments that the employees will need to apply their new skills.
3. Prepare the top and middle management
Inform management of how the employees will be trained and which new processes and tools you would like to implement. Point out behaviors that managers should avoid in order for the training to go smoothly. Also introduce meetings with the participants before the courses start so that the employees are better prepared. And then hold meetings with managers after the courses finish to review the employees’ action plans and support.
4. Launch the courses
Begin the training by insisting that all participants have their own action plans for applying their new skills and knowledge in practice. When courses finish, the employees should meet with their managers to adapt their plan and agree on the future direction of their development. The managers’ task will be to provide support to the employees as well as the necessary resources they need to execute these plans.
5. Ensure the company supports skills transfer
All of these steps need support from top management in order to work. They also need the support of direct supervisors when implementing their new knowledge in practice.
6. Introduce predictive evaluation
The predictive evaluation method is based on the premise that the development professionals predict the results of the training program together with the company’s management. Then they evaluate their predictions and make modifications. This method thus shifts the measuring of training and development from measures that are based on individual activities towards continuous improvement that is based on values.
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