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An employee training program is quite possibly one of the most powerful resources that a company has at its disposal for employee improvement. Managers must understand various communication styles in the workplace and how to best train their staff members.
These employee training program sessions can home in on anything from onboarding new recruits to focusing on specialized skills, general skills, company policy, and more.
It doesn’t matter whether you’re just trying to refresh a program that’s already in place or create a new one of your own; keep reading to discover crucial steps to developing a successful employee training program.
Table of Contents
- What is an Employee Training Program?
- Why Do You Need an Employee Training Program?
- What Are the Training Needs of Employees?
- What Is an Example of an Employee Training Program?
- How Long Should an Employee Training Program Last?
- How To Run an Employee Training Program in Ten Easy Steps
- Employee Training Program Breakdown
- Main Takeaways
- Related Content
What Is an Employee Training Program?
Being a leader isn’t easy, and often it takes strong management to acknowledge the need to train employees so that they can reach their full potential as assets to an organization.
An employee training program is an organized group of activities that intends to provide knowledge and guidance to employees. It should lead to organizational growth and may be particular to vocational, managerial, or technical skills.
Why Do You Need an Employee Training Program?
Employee training provides the following benefits:
- Workflow uniformity: It standardizes and regulates work processes, as well as promotes organization.
- Less waste: When employees are properly trained, they tend to make better, safer, and more economical use of the company’s resources.
- Internal promotions: Instead of opening the position to an outsider, when it’s time to fill a gap for specific skills, the company can select staff members that have obtained these skills through training.
- Higher morale: Employees that undergo training programs will feel like they’re part of a supportive work environment. This belief leads to better performance and higher confidence.
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Employee training programs teaches your employees how to achieve company goals by being the best possible version of themselves.
What Are the Training Needs of Employees?
Here’s a sample list of the needs many employees lack that makes employee training programs necessary:
- Analytical Skills
- Adaptability
- Business Acumen
- Action Orientation
- Communication
- Decision-Making
- Employee Development
- Customer Satisfaction
What Is an Example of an Employee Training Program?
One of the most popular types of training programs is a job orientation. This program is specifically for new employees. It requires them to go through a series of discussions and possible workshops that teach them crucial information about their new role with the company.
How Long Should an Employee Training Program Last?
Training new and current employees is essential to the success of any workplace. It teaches your employees how to achieve company goals by being the best possible version of themselves.
It also allows them to uphold company values when you teach them the proper way to do so while excelling in their role. This type of instruction can last as long as 90 days or more, depending on the desired outcomes. Most often, it lasts for 30 days or less across many industries.
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How To Run an Employee Training Program in Ten Easy Steps
Step 1: Assess Needs
Step 2: Determine the Type of Program
Step 3: Consider Teaching Methods for Adults
Step 4: Establish Learning Objectives
Step 5: Finalize the Training Plan
Step 6: Design Training Materials
Step 7: Implement the Training Program
Step 8: Evaluate the Program
Step 9: Measure Program Success
Step 10: Redesign the Program as Necessary
Employee Training Program Breakdown
Step 1: Assess Needs
Review the company’s mission and values, short-term and long-term goals, and your employee’s current performance.
Determine where there may be gaps that hinder them from meeting the company’s needs. For new employees, identify clear goals that they need to reach to be successful and in alignment with company objectives.
Step 2: Determine the Type of Program
You’ll have to choose the type of program that you believe will work before for your employees. Your decision will be based on people’s learning styles, any time and budget restraints, and research on effective strategies based on your desired outcomes. Examples: Online training, In-person workshops, etc.)
Step 3: Consider Teaching Methods for Adults
Remember that your employees are adults, and you should treat them as such. Figure out the most effective communication styles that make sense to use in this situation. Make sure you keep them involved in the process and value their input.
Step 4: Establish Learning Objectives
Ensure that everyone is aware of the goals of the training. This makes it easier for them to adhere to the principles you’re trying to instill when they know what they’re working towards. If this step is skipped, some people may come away having focused on something different than what you intended.
Step 5: Finalize the Training Plan
Once you have all your ducks in a row, get your training plan down in writing. Finalize your ideas and come up with a structured process that you want to follow.
Step 6: Design Training Materials
Now you’ll need to pick out the best training materials for your program. That could include videos, pamphlets, hands-on activities, and more. The materials you select should keep your employees engaged.
Step 7: Implement the Training Program
Now it’s time to put your method to the test and carry out the training program for the specified period.
Step 8: Evaluate the Program
After the employee training program, you should evaluate its success. You’ll want to ask the employees themselves for feedback as well.
Step 9: Measure Program Success
Use a successful metric system to determine whether the training program was helpful. Depending on what your goals were, you can use concrete statistics to gain insight.
For example, if your department was low in customer satisfaction before training, you can conduct a survey to see if customers are more or less satisfied than before.
Step 10: Redesign the Program as Necessary
If necessary, you’ll have to restructure the program if you don’t achieve the results you were looking for.
Main Takeaways
The most important parts of developing an employee training program are to:
- Assess the needs of the company
- Outline clear-cut goals
- Understand your audience and the best ways to train them
- Choose effective materials
- Design the program
- Evaluate
- Reevaluate if needed
By following this basic structure, most organizations should be able to train their employees successfully.
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