1) Identify your target audience.
You have to identify what type of person you want to reach with your training program.
Are they managers? Employees? Customers? What are their roles within the company? How do they perform their jobs? Do they work from home or in another location and if so where does it make sense for them to work most efficiently? Who else will benefit from these changes and why would they not benefit from such change ? What are the benefits of implementing these changes?
2) Determine the structure of your training program.
This step is very important because it determines which types of lessons you need to teach and when. If you don’t know this, then you won’t be able to plan out your schedule properly.
3) Choose the best time for teaching each lesson.
There are many factors that go into choosing the right time for teaching each lesson.
Is it the last minute before closing time? Or is it during lunch break? Will students really understand all the concepts taught in this lesson if you only teach them once every two weeks instead of three times per week? What’s the best way to organize this training program so that everyone gets enough instruction at the same time without overwhelming them with too much information at one time?
4) Create a lesson plan for each employee.
This is the fun part! Having to teach someone something means you get to control what they learn, and when! However, there are also legal limitations on how you should go about doing this, so always be sure to follow your local laws concerning labor regulations .
5) Hold a training program meeting with all of the employees that need to be trained.
Go over the lessons you’ve prepared for them. Answer any questions they may have. If you notice that someone is confused, or you realize that a lesson needs to be taught in a different way, then go back to Step 3 and choose a new time for that lesson.
6) Go over each employee’s training schedule with them.
This is very similar to the first step in creating your training program, except now you’re going over it with the actual employees. Discuss any questions they have about their lessons. Answer their questions as thoroughly as you can. If you notice that they are confused, or that a topic is too difficult for them to learn in just one sitting, then go back to Step 3 and choose a new time for that lesson.
6) Follow up with all of your employees to see if they have any questions about their training program. If any of them are still confused about anything, then repeat this step until they understand everything correctly.
A training program can be used for many different reasons.
Sources & references used in this article:
Creative training techniques handbook: Tips, tactics, and how-to’s for delivering effective training by RW Pike – 2003 – books.google.com
Creating effective collaborative learning groups in an online environment by JE Brindley, LM Blaschke, C Walti – … Review of Research in Open and …, 2009 – erudit.org
What are the critical success factors for team training in health care? by E Salas, SA Almeida, M Salisbury, H King… – The Joint Commission …, 2009 – Elsevier
Implementing the four levels: A practical guide for effective evaluation of training programs: Easyread super large 24pt edition by DL Kirkpatrick – 2009 – books.google.com
Simulation-based training for patient safety: 10 principles that matter by E Salas, KA Wilson, EH Lazzara, HB King… – Journal of Patient …, 2008 – journals.lww.com
Cross cultural training programs: Advice and insights from experienced trainers by CL Ptak, J Cooper, R Brislin – International Journal of Intercultural Relations, 1995 – Elsevier
Creating effective staff development committees: a case study by E Davis, K Lundstrom – New Library World, 2011 – emerald.com
The early years matter: Education, care, and the well-being of children, birth to 8 by M Hyson, HB Tomlinson – 2014 – books.google.com