In order to develop an effective employee training and development series, it’s important to remember that they are not just meant to teach a specific skill or set of skills. They are also designed to expand your personnel’s qualifications, so that they will be able to perform more advanced tasks and duties. For example, if your organization specializes in repairing electronic devices then a training and development series may provide them with the necessary skill set they need in order to handle more sophisticated forms of electronics.
Also, in addition to helping personnel develop additional qualifications, training and development series are also necessary for complying with many government requirements. Compliance with government regulations may sometimes be a prerequisite for certain forms of work, particularly those involving public utilities and assets.
However, the most important benefit behind most employment training and development series is that they can serve your company’s long term interests. By giving your personnel an inter-related set of courses to improve their skills and qualifications you are also investing in your company’s long term assets and capabilities. So if you want to create an effective training and development series then here’s what you need to do.
Building an Employee Training and Development Series
Establish the Necessary Foundation for the Series
In creating an employee development plan examples series, it’s important to start with its goals and requirements. For example, which certificates and qualifications do you want your personnel to have after finishing the series? Likewise, you should consider how much return on investment your organization can expect to get from its training and development series.
The goal of any training and development series should be to provide core personnel with a comprehensive set of skills and qualification that would allow them to perform their work. Such a process may ultimately be quantified and examined in order to serve the larger interests of any organization.
Establish A Feasible Timeline for the Series
Many training and development articles emphasize the importance of creating a timeline for training courses. Such considerations also apply to training and development series, and will require careful analysis.
For example, let’s say that your training and development series consists 20 courses. Now, let’s also assume that the average course in the series requires 9 to 10 hours of study. If this is the case then the entire series will involve about 180 to 200 hours of study. Given the length of time needed to complete the series, your company will have to carefully consider how this time frame will affect not only the trainees but also the organization as a whole.
Establish A Continuity Between the Various Courses in the Series
Finally, it’s important to point out that courses within a particular training and development series must be inter-related. This way, the trainees will be able to connect what they’ve learned across various courses and activities. It will also provide them with a much greater appreciation of how their training affects the company as a whole. Whether it’s communication, leadership training or gamification examples , each activity must be related to a certain degree with each other.
The importance of employee training is obvious to a lot of organizations. However, what’s also true is that an employee training and development series can be quite expensive. So if you do wish to create a series, it’s important to have long term plan set up ahead of time. Getting an employee training software can help facilitate this process, but ultimately, it’s up to your organization to decide what sorts of courses and materials will be used all throughout the series. Although employee training and development is certainly not cheap, it’s also very profitable.