Don’t Let Your Employee Training Program Fall Out Of Control!

Training is not a cheap or easy means towards getting a better workforce. However, if done right, training programs could potentially give back the most to a company.

The Return On Investment (ROI) analysis is thus an important factor when a company is considering training. Such an analysis is usually difficult, though, as the returns are not always concrete or measurable.

Fortunately, there are some ways in which one can begin to perform an ROI analysis on training.  A few of these are discussed below:

  1. Questioning Before Commencing

In general, training programs have a learning professional on board. This could be a manager, project leader, or anyone who’s suited to guide in such a case. This is not all that a company should provide in terms of guidance, though.

The higher authorities within the training process need to involve the learners as well. This means that they have to ask questions on what employees would like to see and get from a training session.

This questioning is not just for the employees, but their training leaders as well. It is actually a valuable form of research. If you’re talking about what the learners have problems with, they would be more likely to listen.

The questioning part could be in the form of a well-structured survey. This could serve to get an insight into the learners’ thoughts, hearts, and passions.

If you want to make it a little more fun, hold a little competition for topics in the next session. There could be a little prize for whoever picks the best and most constructive topic!

  1. Appreciate Actions, Not Just Words

When people put in their thoughts during a training class, they should also follow up on their own suggestions. If the most confident speaker is the only one getting praise, there is probably some frustration brewing.

A workplace is usually a mesh of different personalities. This means that an inclusive activity like a training program needs to consider them in order to have a proper effect.

A shy or introverted individual may be a hard worker, but genuinely may not be able to speak confidently during training. On the other hand, an overly extroverted worker may be all words and no action.

Hence, in order to motivate both the lazy workers and the quiet ones, demonstrated engagement is what needs measuring. An audience response system is an effective way to see how learners are using their training in reality.

Again, this could be a really fun competition that could motivate employees as well as win their appreciation. You could discuss possible scenarios with your employees and turn it into a sort of adventure game, like Dungeons and Dragons.

One business that succeeds in making learning a fun activity is Deloitte. They focus on their employees’ strengths and develop their process accordingly. Thus, employees feel heard and become more interested.

In fact, it is estimated that gasification would be in use by around a quarter of business processes in the current decade alone.

  1. Asking The Proper Direct Questions

Direct questions require some really deep thought on the part of the learning professional. This is because it is all too easy to get caught up in whether learners enjoyed the session or if the room and refreshments were fine.

However, the above questions do not really measure how much the learners gained from the training. Deep learning questions are of the essence when dealing with employees.

Some research on how adults learn can really come in handy here. One could have a group activity where the learners ask each other for their input and come to a mutual decision.

Medical conferences, in particular, make use of poster presentations. They display these in front of the learners and set a time and place for discussion, in this manner, learners can make use of each other’s strengths to work better.

  1. Motivate Learners Into Making A Commitment

A learning professional should be excited about the training prospect himself. If the person conducting the session is not lively and motivated, the learners would probably not even pick up enough interest to lose it.

Hence, at the end of each training session or program, the learners should commit to something. This could be verbal, but they have to follow up on it and show that they have their heart in their work.

A commitment to some sort of action and change just before leaving the training venue is likely to foster a better return. What’s more, if learners commit in front of a group, they are more likely to see it though.

Wrap-Up…

Measuring and calculating ROI on training may be difficult, but it is not impossible. With the correct effort at the right time, one can actually increase ROI along with calculating it as accurately as possible.

This sort of calculation would justify training budgets and ensure that employees get a better workplace. It is best if one comes up with a dollar value for the benefits of training, in order to show the authorities its importance.

Author Bio

Abdul Aziz works as an HR manager at a assignment help company. He has been serving the company since 2010. In addition, he is a blogger who writes insightful articles on corporate world, HR affairs, learning & development, and corporate training.

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