Career training and development is essential to both the employee and the company. It is what grows the company and keeping it alive! Here are 5 Key Factors to take note when creating an effective training and development plan:

 

 

1. Employees Are People, Not Clones!

 

One of the biggest mistakes in training and development plans is the tendency to impose the exact same program on everybody. It’s demotivating and can lead to employee disengagement. Sure, you will have mandatory training targets, but you also have to consider the individual. Common sense aye? – Different People, Different Needs.

 

2. Identify Employee Needs

 

It is very important that you can target the areas each employee is lacking and requires training. Obviously, someone who works in the marketing department will require different tools in their skill set compared to someone else in engineering. How can training be effective if its not targeted? Employee needs are usually identified through yearly appraisals, close working relations with managements, and of course many other methods as well.

 

3. Be Flexible, But Not Too Flexible

 

It is vital to provide flexibility in your approach to training and development. You need to consider when and where employees can do their training. It’s highly unlikely that you’ll be able to bring a globally dispersed work team together in one place — this is where In-House Training Customization can prove extremely efficient.

 

On top of it all, you will need time limits within which a given training target has to be met, and you should agree these completion times with employees.

 

4. Your Plans Must Be Specific!

 

One issue that appraisers face is that a training goal is so big that it feels unachievable — a hugely demotivating thing. Likewise for vague learning objectives. Appraisers themselves also need training in creating a list of achievable, smart targets for each employee, ones that can be realistically completed within agreed time limits – Performance Management & Appraisal Skills Course.

 

5. Track The Progress

 

Make it count. Employee training tracking reports are a must and it should begin from the moment the individual T&D has been agreed. Follow the employee’s progress through it, and end with checking they’ve completed the target and given feedback. Through that will you be able to rate on the effectiveness of each training program and ultimately, the reliability of the training provider you’ve approached.

 

 

In Conclusion, it takes careful consideration to create a great employee training and development plan, but it more than pays for itself in the long run. You’ll have more motivated and productive employees that will contribute to your ever-growing company!

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