It may take some time to see a return on your investment in a staff training program, but the long-term gains associated with employee training can make a big difference. And the short-term expense of a staff training plan ensures you keep qualified and productive workers who are vital to the growth of your business. A smart investment you can bank on.

TIPS FOR EFFECTIVE TRAINING AND DEVELOPMENT

Here are some tips to help you deliver training and learning opportunities for your talent:

Documentation

  • Set expectations before formal learning begins, so employees understand what is expected of them, how new skills can be transferred to the workplace and how the training opportunity will relate to their work. 
  • Keep learning 'results-based' and measurable. Skill development must be driven by your operational objectives and business strategies. 
  • Create a staff training policy that focuses on rapid skills transfer and business results.
  • Follow up each exercise by identifying issues for future training with a staff training report.
  • Document the ongoing staff training benefits of every exercise. 
  • Adopt a blended training curriculum to make the learning experience more interesting and to cater to all types of learners' needs and preferred styles of learning, e.g. formal, unstructured, e-learning, hands-on. Think creatively, e.g. a simulation training game where players progress through increasing levels of difficulty to learn a set of skills is innovative, instructional and fun. 

Work environment

  • Create a work environment that promotes learning opportunities, supports the use of new skills and the importance of staff training for the company and employees. 
  • Ensure management from the top down 'visibly' supports, encourages and appreciates the importance of staff training and ongoing education.
  • Integrate formal learning into the workplace ensuring employees have the motivation, resources and support to excel.
  • Check in with staff how they are applying new skills and reinforce the notion of using their new skills.
  • Use trained trainers, or give staff training skills, to facilitate or deliver training. An in-house expert or specialist may be brilliant at their job but not so good at passing the information or skills on to a colleague. 

Finally, ensure the staff training expenditure does not outweigh the sum of the benefits. In most cases the benefits of the training will provide far-reaching advantages for the organisation, employee and in turn your customers.