A Guideline for Designing or Selecting an Effective Employee Training Program
Organization’s success, growth and development depend on educated workforce. Organizations that align their workforce competencies with their strategic mission, goals and vision are more likely to succeed and gain a competitive edge in the marketplace.
Designing or selecting programs that address organizations workforce needs can sometime be a challenge. How do you align training programs and needs to your strategic objectives? How to you select the right training program to optimize your investment? Are you looking to increase productivity or increase workforce competences? Will employees retain and apply what they learn? Will we get any returns on training programs? These are some questions that will have to be answered and addressed in the training program.
The Five Steps
Here are 5 steps to help you get the most out of your employee training program.
- Define your objectives, goals, and vision for your organization. Everything starts with your overall objectives and your vision. Where do you want to be? What is the purpose of this training program? Defining these and other benchmarks at the early stages of workforce design gives you a baseline for progress measurement and continuous improvement.
- Assess the current competencies with your organizations to see if they are aligned with your objectives. Do you have the right workforce for your current and future needs? Are there competency gaps that need to be filled to increase the overall firm level capabilities?
- After assessment, design the program for clarity, capacity, consistency, and commitment taking into consideration the training mode based on employee culture, age and makeup of the workforce. The goal is to encourage participation, and most importantly assimilation, retainage, and application of training program.
- Find ways to measure progress and assess the effectiveness of the training program. Progress measurement is critical to continuous improvement of the training program. If an organization is to optimize its training investments, then measuring, and monitoring should be integral part of the training program.
- Continuously monitor progress and find ways to improve the training program incorporating lessons learned, and feedback from the employees. Employee feedback is important for many reasons. For one, it gives you the opportunity to assess program fit within the employee culture, diversity, and overall company culture. It also helps you assess how effective the program by measuring participation. For any program to be effective, employee participation should be at an appropriate level.
Organization’s success, growth and development depend on educated workforce. Organizations that align their workforce competencies with their strategic mission, goals and vision are more likely to succeed and gain a competitive edge in the marketplace. Effective training has been found to increase firm level productivity through increased procedural and strategic knowledge. Strategic knowledge is knowing when to apply a specific knowledge. Training may also enable consistency in performance across conditions.
 Kraiger et all, 1993 and Kozlowski et al, 2001
 Herman Aquinis and Kuet Kraiger Benefits of Training and Development for Individuals and Teams, organizations, and Society