Employee training is definitely not just a responsibility of HR. Managers who should know how to sell training to their people play an essential role too. They need your help to know what to recommend to their subordinates, how to keep track of what they have learned and how to apply the new skills in practice. The following instructions on how managers can facilitate their staff training and development were published on the Training Journal website.
1. Selection of training
Managers should come up with proposals on training for their subordinates based on their performance and behavior in the team. They should explain employees how their educational needs are related to their performance as well as to the overall objectives of the organization.
2. Preparation for training
This step is about employee motivation. The manager should explain the benefits of a particular training and emphasize that he wants his people to use the new skills in practice. Employees will then be more attentive to the training and take it more seriously.
3. Support for trainees
After completing a training, the manager should meet the participants and talk to them about what they have learned. Further, he should agree with them on a form of support he will provide to enable them to use the newly acquired knowledge and skills.
4. Assessment of the impact of training
Assessments of the impact of trainings done by managers should help the company eliminate inefficient investments in training and focus on educational programs with a direct impact on its business results. Often there is a big difference between how the changes in employee behavior after a training are observed by employees and by their managers.
Does your company have a process of involving managers in the selection and evaluation of employee training? How do you measure what kind of trainings are meaningful for you?
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