It is a good practice to have training programs in your business. Once you have a training program, you make sure that there remain no skill gaps in the new recruitment. You give training to all the employees so as to ensure professionalism and efficiency in the working space. However, what is the point if your training program is not really up to the mark? What if your recruitment program fails to nurture affectivity in your candidates?
Don’t forget that the training Programs you employ in your business involve a huge investment in terms of money and time. So, to assess the ROI of training get absolutely crucial. It is time that you examine the effectiveness the training programs that you hold through scientifically authenticated techniques. You cannot afford to have a shallow training program that end up imparting less effective skills in your employees.
Who are the trainees?
You have to make sure that you know who really the trainees are. You cannot use the same training program for all the employees. Different staff members work at different designations. They have their different skills, knowledge and role to play. If you are giving training to a batch, make sure that they need it. You have to analyse the training so as to find out its affectivity keeping in mind the people getting it. Once you know about the trainees, you can ensure professional learning experience for them.
What is the point if you are imparting the skills to the employees that are not at all as per their business roles? What if you are teaching accounts strategies to your IT team? It would be a mismatch right? No matter how effective and professional your training program is, if it is not as per the candidates to get trained, tit might sound ineffective.
Measure the proficiencies and competencies of the candidates
Before you enrol them for a training program, it would be good if you assess their competencies. It would be helpful to find out where they stand and what the skills they should be equipped with are. Once you know about their competencies, you can deploy them in a training program accordingly. For example, if your employee has excellent communication skills but you have enrolled him or her in a communication training program, it would be really disappointing. You would end up in waste of time, efforts and of course efforts.
Develop the needed skills in employees
Once you have assessed the calibre and competencies of your employees, you can impart the skills accordingly. You can aim to develop main competencies in them on the basis of their skill gaps. In this way, you would fill the gaps and make the working environment much more effective. Once the skills of your employees have been worked on, you can ensure that they would take care of their designated tasks. When you already are spending time and capital on training programs, the program should be of use for the employees.
Time to evaluate your training program
Once you try to dig in the Training effectiveness, you end up making a strong and professional training program for your employees. There are some areas that you have to be prudent about. Have a look below:
Reaction of your employees
Once you use a tool to measure your training program, you get to know about how trainees reacted to the training you imparted them. You get to know about how they responded to instructor, presentation and content. Similarly the quality of feedback, taken up by the instructor right after training is associated with effectiveness of training. You not just get to know what the employees felt after the training but also get an idea about the experience of the trainers too. In this way, by looking into the reactions, you end up assessing your training program well.
Their learning levels
Once you have used a tool to measure the training program you have conducted, you would get to know about how much knowledge trainees were able to hold after the training. Of course, the programs assess it all for you. You get to know how effective your employees become after their training and how the training is helping them in their day today tasks.
The behavioural factor
You can gage how trainee’s behaviour enhanced on the basis of application of knowledge. Once you have the right tool to assess, it would let you know about the changes and modifications that come in the employees after taking the training. In this way you can know how effective your training program was and what were the weak areas that you should work in the next training programs you find out how effectively your training program impacted the behaviour of your employees and hence, you get satisfaction about both your training program and employees.
What are the results of your training program? Do you think that the employees are better equipped with skills now? What the trainer has to say about the employees? Do you feel that the training has actually made a difference in the employees? There are different factors that play a role. You have to find out the results of the training program both on the employees and trainers so that you can empower your training program for the consequent training experiences.
What employees have to say?
Then you have to make sure that your training program leaves a positive picture on your employees. You cannot afford to have a shallow impression on them. What is the point if your employees are spreading a word that your training program is good for nothing and is time waste? It would be a direct attack on your business image right? No business would like that the employees working therein mock about their training program. So, the key is to assess the training program as soon as possible and find out where you lack. In this way you get the best impression about the training programs and can modify it accordingly in the next or consequent training programs
So, it is absolutely essential to evaluate the training program you conduct. It matters both to your business and your employees.