Meeting the Training Needs of Your Employees
Where do you start in developing an employee training and development program?
The first step is to determine why you need the employee training. In most cases the “why” is related to some type of employee performance issue.
To be effective performance problem solvers, we need to understand the full range of performance solutions and where training fits in. We too often use training to solve problems that training is incapable of solving. That’s why it’s too often less effective.
We need to understand what training can solve… and what it cannot.
For the problems it can solve, we need to know when to use training, and use it well.
We also need to know what to do for performance problems that are not solved by training.
If we assume training is the solution from the get-go, we too often go in the wrong direction. And then we miss real solutions that can have superior results.
Teaching is more than imparting knowledge; it is inspiring change.
Learning is more than absorbing facts; it is acquiring understanding.
— William Arthur Ward.
Mindwise Communications can assist you with the Instructional Design Process: Analysis, Design, Develop, Implement, Evaluate.
A needs assessment is the process of identifying performance requirements and the “gap” between what performance is required and what presently exists.
- What is the problem? Problem Analysis
- Is it a training problem? Performance Analysis
- What skills and knowledge should be included in the training program? Task/Competency Analysis
- Who needs to be trained? Learner Analysis
This phase includes planning learning objectives, instructional methods and activities, storyboards, content, subject matter knowledge, lesson outlines, and media assets.
In this phase the content and learning interactions outlined in the design phase are developed. Content is written and graphics, audio, and photography are also produced and assembled.
In step 4, Mindwise Communications can assist in delivering the content and materials to Learning Management Systems (LMS) or directly to the trainer or employees for live training events. At this stage training can be facilitated for trainers, facilitators, SME’s or instructors to deliver the content.
The step determines what success will look like and how it will be measured.
“I highly recommend Mindwise Communications, as CCIS utilized their services on a number of occasions and for different purposes. Mindwise Communications revised a training manual on job search strategies for newcomers, organized, wrote and reviewed various funding proposals for integrated training for trade professions ( millwright, electrician, refrigeration, etc.) and professionals (engineers, database administrators, etc.). Diana produces excellent work, is responsive to my client needs and is extremely knowledgeable in the fields of training and development.”
— Gordana Radan
Manager, Business Employment & Training, CCIS