How to Train Your Personnel

There are critical times in an organizations’ development that personnel training will be necessary. The most obvious is when new employees are hired. Additionally, if a new system, process, or policy has been developed, employees will need to learn about that as well. If an organization is interested in developing employees beyond the scope of their current role, then a professional development program will need to be put into place. It can be challenging to figure out how to train your personnel. In addition to these various types of training, organizations will need to consider ways they can scale the training.

The Steps to Training

To create a proper training, first, you need to answer questions about what the training is to accomplish and who needs to be trained.

1. What is the organization hoping to accomplish by creating this training? The answer to this question will become your organizational objectives.
2. What skills does your personnel currently have? What skills do they need? These questions address the skill gap you are trying to train to.
3. Your instructional objectives will be based on the skills gap. The instructional objectives should be written using action verbs that can be measured. The goals should be specific, measurable, attainable, realistic, and time-constrained.
4. Next, decide which employees will be taking the courses. What constraints are presented by their job roles, if any? For example, will their lack of productivity while taking the course impact the organization? Does backup personnel need to be in place for the employee to attend training?
5. Decide how you will deliver the training. Will the training be facilitated in-person, online, or a combination of both (blended learning)?
6. How will the learner outcome be evaluated? What assessment strategies are in place to determine if learners have adequately met the objectives of the course?
7. Implement the training program. Make sure to collect qualitative data at the end of the training from the learners. What did they like about the course? What could have been better? This will help you to improve the course for the future.
8. Evaluate the training based on the assessment data from the learners. Did the training meet the objectives?

Once you have finished the first round of training, most human resource development professionals will have to revisit the entire list of questions from the beginning. It is a continuous cycle to make sure that the training is working as it should and that it is properly maintained.

Scalable Training Solutions

At times, organizations may want to train many employees in various locations, but they may not feel comfortable doing it as a self-paced online course. Another scalable training solution is virtual instructor-led training. Virtual instructor-led training keep the live facilitation aspect of face-to-face instructor-led training while benefiting from the scalability of online learning platforms.

For more information about how to train your personnel using virtual instructor-led training, Request a demonstration of the Trakstar Learn platform. See for yourself how easy the Learn LMS is to use.