In our previous articles we’ve talked about the importance of internal training within organisations. Our staff are our
biggest asset, therefore training them is hugely important. But the question is do we do it ourselves or do we get
experts in to advise us?
If we are thinking about setting up a comprehensive internal training programme we need to take a lot of things into consideration. Format, content, method of delivery, timing, location, resources, scheduling, equipment, etc. It’s a big investment, but one that is sure to reap the rewards in terms of staff performance, motivation, retention and much more that we’ve already covered.
So if we are going to do it, we need to ensure we get it right. We could nominate a member of our team to be
responsible for training, after all our own staff know their jobs inside and out don’t they? But do they understand
what’s involved in setting up an efficient and effective training programme. Do they have the time to do this as well
as keeping up with their current job? Do they have the skills to look at the whole picture, break it down into stages
and elements and then create training sessions from it? Are they able to effectively, mentor, nurture and assess?
Training is only likely to be effective if it is structured, delivered and assessed in the right way, by someone who has
the right skills. It takes time and effort to put a great programme together, and time is money.
If you can identify somebody on your team who has the time and skillset to do all this then that’s absolutely fantastic.
If you don’t, then bring in an expert.
Someone trained in the psychology of learning. Who knows how different people
take in and retain information. Someone who is experienced at training skills analysis and course design. They don’t
need to know the job – they can work with your teams to map the processes and then build the course. They can
liaise with you and your staff, your HR department and management team throughout, but the end result will be a
professionally designed course that meets all your objectives, ensures everything is covered in the right format and
that your staff can learn and progress.
Also with an external resource you get the guarantee of a professional service from an expert.
If you are a fan of DIY however, then here are just a few tips and things to consider:
- Carry out a training needs analysis so that you know who needs training
- Map all your processes so that you know what needs to be trained
- Break each area down into stages so that trainees progress from one to the next
- Create training material so that you know what to train and when
- Structure it correctly, building in objectives so that you can assess against them.
- Make it relevant – have a theme that fits
- Keep it interesting to hold trainees’ attention – a mix of practical exercises, theory and interaction
- Build in assessments and one to one sessions
- Give regular feedback, encouragement and support
- Be prepared to have to repeat sessions if necessary
- Consider the venue, resources and equipment needed
- Above all – make it fun! People retain information better if they’ve enjoyed the learning experience
Watch out for the next article in this series – Assessments – are they worth the paper they’re written on?
Tracey Bendel