Being prepared for the big demands of the market is what makes a company stand out. And, since people are at the heart of this issue, nothing better than having teams that make a difference.
Therefore, it is essential to have a training program capable of developing skills and competences, besides stimulating productivity. Not to mention the great advantage of retaining talent, because employees who feel valued do not want to leave where they are.
For that reason, when thinking of training, your organization’s professionals, need to structure a solid, fluid and short-term training program, both in day-to-day technical issues and in terms of people management.
Here are seven detailed steps on how to develop a great corporate training program:
- Raise the needs of your audience
The idea here is to understand what your employees need, but in a way it meets the company’s macro needs.
Investigate the weaknesses and key difficulties of the employees, preferably with the help of department managers. Another cool tip is to conduct an organizational climate survey to raise important points about people.
Regarding the company itself, find out what the short, medium- and long-term goals are. This way you can identify needs by stages of the process.
- Create the schedule
Once you understand the needs of every enterprise ecosystem, it’s time to point the way to new knowledge.
What will be taught? Will the training be in person or online? What methodology to use? Will I need an outsource vendor at some stage of the construction? Within my budget, what would be the limitations?
Questions like these will come naturally. Then record all these questions, along with possible solutions, and begin putting together a training outline.
- Develop content
All the preparation was thought and executed. Now it is time to develop the training content. This part of the process can vary greatly, depending on the profile of the professionals to be trained, as well as the company’s investment power.
Today’s market offers a variety of web-based training options, which gives the students the flexibility to absorb content from anywhere at any time of the day. Resources such as videos, interactive PDFs and games give different training dynamics, accelerating the learning process.
- Offer the right structure
Let’s imagine you decided that certain content will be more productive if applied as an on-site training into the company, in person. OK, so you will need items like a room that holds a certain number of employees, a computer, a big screen television, and so on. Oh, and do not forget to think about the coffee break, as people expect for that.
Now, if you choose an online application, make sure that all employees can access content both at work and away. In addition, you will need to hire a company that specializes in setting and offering content via web.
- Elect a tutor
Casting a tutor for training ensures that a person fully immersed in the process will always be close to the students. His/her main function is to keep the public engaged in training, and he/she should have characteristics such as didactics, empathy and leadership spirit.
- Put the training into practice
This step should not be too complicated if all the previous ones were done well. Here, the responsibility falls on the listed performers, if they will apply the previously agreed methodologies, answer the students’ doubts and respect the completion deadlines.
Another essential issue is the good dissemination of training. Use and abuse of emails, intranet, and bulletin boards to let everyone know about the existence and importance of a new content.
- Measure the results
The final step can take place both in the middle and at the end of a training. To understand if learning is being effective, ask for the feedback from participants and talk to managers to develop productivity indicators in their areas.
One last tip is to draw up certificates of completion. This is a way of recognizing the participants’ efforts and engaging them in future journeys.