The corporate landscape is constantly evolving. In such a dynamic environment, start-ups must rope in and retain a skilled and motivated workforce. This can be accomplished through training and development programs. Rather than considering it unnecessary, start-ups should perceive training and development as a strategic investment.
However, many companies are confused about how to conduct employee training. They can seek help from HR experts to design a training structure that resonates with their thought processes and company goals. While developing the program, consider these important points.
1. Company goals:
One of the major goals of training and employee programs is to equip employees with the right knowledge and tools to accomplish company goals. Therefore, it is important to consider the company’s objectives while designing the program. One should also reflect on the challenges that hamper the organization’s growth. This helps in deciding the strategic direction of the organization.
2. SWOT analysis:
Before designing the program, one should do the SWOT analysis and list down key competencies and limitations. This will help develop impactful training that can enhance job performance. For example, if you feel that your marketing is not as effective as it should be, you can include training focused on marketing.
3. Identify the gap:
A thorough analysis will also help you understand the gap between your aspirations and your current situation. Studying HR documents, company reviews, and job descriptions can help perform a gap analysis. After identifying the gap, customize the training programs to equip the employees with the required skills.
4. Interaction with employees:
To get a 360-degree view, the top management should engage with employees regularly. It is the best way to understand the struggles and aspirations of the employees. This simple exercise can fill performance gaps. It helps make employees more receptive to learning.
How to give training?
There are multiple ways of imparting knowledge. You can select the one that suits your business model and requirements.
1. In-person training: This classroom-based learning style is the most preferred training style. It is more engaging, and the participants can directly ask questions to the instructor.
2. Online training: Online training is the easiest way to reach maximum employees, especially if your organization works in multiple states or cities. It is cheaper and more flexible in comparison to in-person training. However, retaining participant’s attention is challenging.
3. Educational videos: Customized educational videos and interactive sessions help create a conducive learning environment. Employees can download and view the video at their convenience. They can also save it for future reference.
4. Conferences, workshops, seminars: This training style is suitable for the selected ones like heads of the departments or employees of a particular team.
The other styles include:
- Discussing case studies.
- Conducting group discussions.
- Organizing coaching programs.
- Providing training guides & materials.
- Doing cognitive analysis through questionnaires.
Whatever approach you select, remember that it should cater to your organisation’s unique needs and bridge the skill gap.