It’s 2021! The age of everything-online. With Zoom, Google Meet and Skype, everyone is learning everything online.There are portals, apps, tools and even classes on OTT platforms where people are learning everything. So, where does that leave the Employee Training program? Is it still relevant?
The answer to that is not simple. The fact is, organizations that have a proper training and development programme in place have a better employee retention rate. People learn better, grow better and feel values. Hence they are more engaged, more invested in the company. Thus helping the organization avoid the cost related to frequent employee attrition. And this is something that has not changed, especially in the WFA scenario, where L&D (and meetings) are the only way people can feel connected to their teams, their organisations! Yes, L&D is still relevant, but only if it’s done with the right intention and in the right way.
But, first and foremost, why should you train your people?
The Benefits Of Training Your Employees
Learning & Updating: Training helps foster employee’s creativity and they become more creative when faced with challenges. It also helps them stay updated with latest technologies and also on organization’s ethics, safety, and quality standards.
Boosts Confidence and improved performance: Employees who are inducted into training programmes become more confident in their knowledge and abilities and this confidence results in increased enthusiasm and improve in his productivity.
Employee Retention: Hiring and retention is a challenging job for every HR manager. The only way to retain the employee is to provide them with career development opportunities. Employee training and development plays a very important role in this.
Enhancing Employee Engagement: Regular training programmeskeeps employee motivated and it shows them that the organization is willing to support them always.
Lifts Company Reputation: Conducting frequent training programmes is a way of developing the company’s brand value in the recruitment market. An organization that trains its employees attracts good talents.
So, What Does L&D Mean To Your Organization?
Why do you want to train your people? And what do you want to train them on? Are you looking at need-based training where you train people only when there is a shortage of a certain skillset? Or do you have a growth plan for each employee based on their own specific career goals, interests and competencies?
Well, the former is practical, and the latter is ideal. Most successful organisations fall somewhere in the middle of these two extremes. They have some kind of an L&D plan for each employee based on their job profiles, and that plan evolves based on the skill availability and shortages.
So, in this era where everything can be learnt online, you must design a model that works for you – your industry, your people and your organisation. A model that enhances the effectiveness of the training while minimising wastage of time and resources!
Designing An Effective Training Model
Identify Business Impact: Training programme must be developed to meet Organization’s overall goals. Build a curriculum to address organization’s problems and support business goals. This will help the employee understand the training metrics and plan their career trajectory.
Analyze Gaps: By finding out the gaps between the current and required skills, both at an organisational and individual-level, you can better design your training model and your learning objectives.
Create a strategic training plan: Thefirststep to create an effective training plan begins with establishing business goals. In planning for immediate and future growth, the training team can collaborate with all stakeholders to identify current and future skill gaps. With more employees working remotely these days, training department must ensure that they can provide training that balances both offline and online staff. All relevant tools and training materials must be available to support both kind of programmes. The training plan needs to consider modules that can be done purely online and those that need a hybrid model. Accordingly, detailed planning needs to be done.
Invite Experts: Invite experts from other organizations or the industry as guest faculties to support and share their experiences. This helps give the employees a different perspective and enables them to understans a more practical perspective too.
Coaching and Mentoring: Mentoring is an important aspect of training, especially when you want to develop your employees. Mentoring establishes a relationship between the employee and the mentor that allows for the development of the employee professionally. Identify a mentor (or more than one) for each program and set aside specific time when they can be available for guidance and mentoring.
Learning can be online, but coaching, mentoring and continuous guidance is something that comes only through human intervention. So, ensure you have people following up and closing the training loop, if you want to sustain the benefits accrued from your L&D program.
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