Developing an effective organizational training plan is crucial for the easy attainment of the objectives set through enhanced productivity of the workforce. Training and development today can include corporate learning, leadership training, and a lot more. However, if not planned properly, this training can be costly with little to no return on your investment.
Whether it is a women-owned business, a multinational corporation, or an organization of any other scale, training and development of the employees is a must to be successful in today’s world. You will see below; a systematic way managers and leaders can develop an effective organizational training program.
Identify and assess organizational needs
First off, to initiate the process of workplace learning post-COVID, managers need to carry out a training needs analysis.
The aim is to identify the needs for organizational training to ensure that they align with the objective of the company. You need to figure out what kind of training is required for your employees. Is it leadership training or enhanced corporate learning? Training needs analysis with a skill-gap analysis can make the entire process go smoother.
Develop organizational learning objectives
Next up, once the needs for training have been assessed completely, organizations can then progress to defining their learning outcomes using the Blooms’ Taxonomy. The objectives that were previously lacking can then be incorporated into the need list of objectives for training.
All the while, it is necessary to ensure that the long-term goals of the company are kept in consideration. All the corporate learning of employees can transfer into increased business as well as higher productivity due to employee satisfaction with their job.
Develop action plan
Moving on, there is the need for a detailed action plan outlining all the various aspects of the workplace learning post-COVID you aim to achieve. Different aspects will be included in this action plan, such as instructional design, materials, theories, learning tools, and other components.
An action plan made through the ADDIE model can cover all bases. The methods in which the corporate learning will be carried out are outlined as well. A tip for maximum efficiency is to carry it out on a smaller scale and attain feedback to articulate if you are hitting the training mark.
Implement training initiatives
The action plan created, whether it is for leadership training or improved workplace learning post-COVID, will at one point or another need to be implemented. Once you are fully satisfied and have covered all bases, implementation is the next phase. You need to see what it is your audience (the learners) will need to know and why it is important for them.
Here once again, various decisions will have to be considered. This includes deciding whether the training will be in-house or organizational externally. The resources included for training, such as learning material, equipment, and questionnaire, etc., must be sorted out. Moreover, the timing for the training will be outlined as well.
Evaluate and revise
Last up is the evaluation phase. Regardless of whether it is a women-owned business, a small-sized or MNC, evaluation is crucial. Managers and leaders should be assigned to monitor the progress of the employees and the progression of the program. Using the Kirkpatrick model can result in efficient evaluation and can be used at all times, before, during, and after the training.
The results should be linked with the objectives set initially to check the success of the training Individuals responsible can also take feedback to assess the knowledge level and effectiveness. This is a great way to identify any more gaps in the training program.
All businesses, be it an MNC, a small-scale firm, or a women-owned business, can benefit on a large scale if a developmental training plan is designed and implemented successfully.