Today, thanks to globalization, companies are in search of ways to gain a competitive advantage. This advantage allows them to play on a bigger business field as companies go beyond national markets to tap their global alternatives.
Among those ways, one is employee development that is achieved with the help of effective training. Most top-level companies have a structured employee development program in place for both new and existing employees. They even have a training calendar that is followed with rigidity.
The more trained your employees are, the better output your organizations will achieve. It has been proven that organizations that invest in effective training per year have higher profit margins.
Employee training also allows the workforce to aim for a higher income that further helps in their retention.
That’s not all! Skills that were considered essential traditionally are facing an existential crisis in today’s time. With a skill development program in place, organizations can make sure that their workforce is fit for the digital future.
In this article, we will discuss the three ways organizations can adopt to create a customized, targeted training program to improve employee development and gain a sharp competitive edge.
Identify required skills
Before you start planning your training content and its execution, it is crucial to identify the core requirement. Determine the skill gaps in your organization that you want to fill. This will help you create training programs that your employees will find relevant.
You can do this with the help of training need analysis or TNA. TNA is a tool to analyze your requirements and how you can use your existing training to meet those requirements. Once that’s achieved, you can then plan your training to extend the skills of your workforce.
Develop relevant training
Now that you have an idea about the skills that need to be developed, you can find an effective training solution. For this, the next step is to finalize the best way of learning that will work for your audience. Is it eLearning, face-to-face learning, or the right blend of both?
If you have the workforce dispersed geographically, it is best to opt for eLearning. eLearning with the help of the right LMS will allow you to deploy a training program with ease for every employee, without location being a barrier.
Ensure that you have your training designed to be accessed from other devices such as mobile phones or iPads. This allows employees to consume bite-sized learning chunks from anywhere and anytime with an Internet connection.
You can also offer downloadable resources so that you can help employees minimize their screen time.
So, you now have a training calendar and program in place for your employees on the basis of their current skills. You’ve started investing religiously in employee training and working towards improving employee development practice. What’s next? Now, it’s time to figure out how effective it has been.
Your evaluation process should deduce if your employees were taught what you intended. Were they motivated and engaged in the training program? Did they have a delightful experience? How was the return on your investment? You need an answer to all these questions in order to determine the success of your training.
Evaluation might be the final step but it is the most crucial one. You should aim at improving your training continuously. One way to do this is by talking directly to your employees about their experience and using their feedback to improve.
Employee development is one of the ways to gain a competitive edge in this world of globalization. Employee training, thus, needs to be a priority for organizations. Start by identifying the skills that your employees need, develop a training schedule based on those skills, and establish an effective evaluation process. This will help your employees develop more skillsets and in turn allow your organization to gain a competitive advantage.