1. Create a Training Map
Your company may already have training materials on different subjects, so they just need to be distributed to employees affected by the skills gap. But if your employees have studied these training materials before, who’s to say they can remember and apply it effectively this time? Perhaps your training materials need to be revised, or maybe the onslaught of market updates rendered them outdated.
Conducting a thorough review of your current training materials will reveal specific areas where it needs to be improved or updated. You may also discover new ways to conduct the training.
Below are different factors to consider when creating a training map:
- Training content
- Training level: beginner, intermediate, advanced
- Training type: online learning with a live class, instructor-led, self-paced online
- Training goals: to improve a skill, train on new product features, improve customer service, etc.
Announce the start of the training sessions to the whole team, and let everyone know that management supports the activity. Set a dedicated training schedule for every batch of trainees, so your employees don’t have to multitask between training and completing their current workload.
Of course, some of your employees might have a strict schedule where their workload or that of their teammates may be affected if they leave for training, even if it’s just for a few days. But this is no reason to postpone or cancel their training. Training companies like GIT provide flexible training schedules, such as night classes, and on-demand classes.
2. Identify Key Performance Metrics (KPI) to Gauge the Training’s Success
How do you find out if your recent training was effective? By identifying specific metrics affected by the training’s outcome. For instance, if the training was conducted for a new product, then your employees should show improvement in answering questions related to it.
If you conducted a Salesforce training, then your employees should show an improved familiarity with Salesforce’s dashboard and different features.
3. Reinforce New Knowledge
Your training programs will only be useful if you give employees a chance to use the new knowledge they gained. Reinforce their learnings by allowing them to practice new skills through online or real-life simulations, or written tests.
Complicated subjects and intensive training courses require practice for students to assimilate new knowledge completely, so make sure the in-house training team and third-party training providers you work with include labs or simulations in their curriculum.
Without a way to practice their new skills, your employees will just forget what they learned, and all the time and money you spent on their training will be wasted.