Despite spending a fortune on the training and development of their employees, many organizations do not get the desired results and employees often do not gain any benefits by attending a training session. Who is responsible for this? The trainer, trainee, supervisors or the senior management? The answer is everyone.
Here are some tips to help supervisors and managers ensure their staff members get the most out a training session:
Before:
Conduct a training needs assessment (TNA) to identify the personal development requirements of your staff and nominate the right candidates for training.
Take the staff’s input into consideration before finalizing training needs and setting learning
objectives.
Ensure that the HR department and trainer hold pre training sessions with candidates to discuss their needs and goals so the trainer can customize the content of the session accordingly.
Facilitate trainees by temporarily assigning their tasks to others.
During:
Show your support by making time to visit sessions.
Ensure that trainees are not interrupted by office calls/tasks during the session.
After:
Take feedback from trainees about their learning experiences; discuss ways in which they can demonstrate their acquired knowledge in the workplace.
Create opportunities for trainees to use their newly acquired skills.
Encourage trainees to use training aids, tools and materials to apply their learning at work without fear of failure. Lead by example and demonstrate how new skills can be applied to yield maximum benefits.
Keep updated on trainees’ development and regularly share their progress reports with the HR department and or trainer. Organize follow up sessions six to eight weeks after the initial training; arrange refresher courses.
Recognize new behavior through monetary and non monetary rewards ranging from a pat on the back to written appreciation from the CEO, announce cash incentives and give promotions when possible.
