Employ­ee train­ing pro­grams are ben­e­fi­cial to orga­ni­za­tions of vary­ing sizes. Even small com­pa­nies can improve cus­tomer ser­vice skills. Large orga­ni­za­tions often need train­ing pro­grams specif­i­cal­ly tar­get­ed to employ­ee devel­op­ment and chang­ing tech­nolo­gies. The Soci­ety for Human Resource Man­age­ment says that offer­ing train­ing pro­grams to employ­ees helps the employ­ee feel more engaged and com­mit­ted to the orga­ni­za­tion. Imple­ment an employ­ee train­ing pro­gram in your orga­ni­za­tion to improve job morale and teach new skills.

Step 1

Ana­lyze your orga­ni­za­tion­al needs. Inter­view man­agers and super­vi­sors and iden­ti­fy employ­ee per­for­mance areas that need strength­en­ing. Review employ­ee per­for­mance appraisals to locate com­mon per­for­mance prob­lems. Call the human resources depart­ment of sim­i­lar­ly sized and focused orga­ni­za­tions and ask what train­ing pro­grams have been valu­able to them.

Step 2

Present your research find­ings to the com­mit­tee or the com­pa­ny’s lead­er­ship team. Pre­pare a detailed pre­sen­ta­tion and be pre­pared to answer ques­tions. Out­line the ben­e­fits of each pro­posed pro­gram, antic­i­pat­ed costs and time require­ments. Demon­strate the need for each pro­gram by prepar­ing detailed analy­sis of prob­lem areas and pos­si­ble solu­tions. Ask for input, sug­ges­tions and changes.

Step 3

Final­ize your plan and deter­mine your bud­get for the next fis­cal year. Request funds using your com­pa­ny’s bud­get­ing process. When cal­cu­lat­ing your employ­ee train­ing bud­get, include mate­ri­als, trav­el, speak­er fees, com­put­er access charges and food in the bud­get­ed amount. Ask for funds before the fis­cal year begins rather than request­ing unbud­get­ed mon­ey dur­ing the fis­cal year.

Step 4

Take the total bud­get and allo­cate the funds by depart­ment, per employ­ee or per train­ing pro­gram, rec­om­mends the Amer­i­can Soci­ety for Train­ing and Devel­op­ment. Con­sid­er the ben­e­fits you expect from each train­ing pro­gram and decide if the cost of the pro­gram will give you the desired results. Decide if train­ing pro­grams will be required or optional.

Step 5

List the train­ing class­es you will offer over the next year. Divide the class­es by type and employ­ee atten­dance. Pre­pare a sched­ule and pub­lish it on your com­pa­ny’s intranet. If pos­si­ble, allow employ­ees to sign up elec­tron­i­cal­ly to save valu­able per­son­nel time. Be sen­si­tive to depart­men­tal sched­ules and work flow.

Step 6

Con­tract with out­side firms or select and inter­nal train­er to pro­vide train­ing. Call the poten­tial train­er’s ref­er­ences and ver­i­fy that his mate­ri­als and pre­sen­ta­tion style fit your needs. Ask him to give you sam­ples of his work, a quote of his com­plete fees and a list of any need­ed equip­ment. Out­sourc­ing train­ing can save mon­ey when you con­sid­er the admin­is­tra­tive and pro­gram costs.

Select an inter­nal train­er for train­ing pro­grams you will han­dle. Ask an employ­ee with exper­tise in the field to teach a class or uti­lize mem­ber of your com­pa­ny’s human resources depart­ment. Set clear expec­ta­tions of class con­tent and have a feed­back sys­tem in place. Con­sid­er extra com­pen­sa­tion if train­ing is not part of the employ­ee’s job description.

Step 7

Eval­u­ate the suc­cess of each pro­gram imme­di­ate­ly after the pro­gram’s com­ple­tion. Ask the par­tic­i­pants to fill out pre­pared eval­u­a­tion forms. Ana­lyze the com­ments to plan for fur­ther train­ing. Fol­low-up with super­vi­sors dur­ing the year to gauge the con­tin­ued effec­tive­ness of the train­ing programs.

 

by Diane Lynn
Orig­i­nal­ly post­ed on Livestrong.com