So you’ve gotten the approval to create an in-house training plan. Congrats! That’s an impressive feat just by itself. But now you actually have to figure out how to develop it.
Now’s your chance. You don’t want to mess this up. Sorry, too much pressure? While it won’t be easy, we created a list to help you develop a successful in-house training plan for your company.
Understand your business
This might seem like a strange place to start, but knowing the business if crucial for creating an effective plan. Businesses evolve. They get swayed by external and internal forces and end up doing something different than what they had intended. Sometimes it’s helpful to get back to the core business model and see where training can fit into that. There are three main questions you can ask to help figure this out:
- What kinds of work does the company do annually?
- What is the profit for each kind?
- Will the costs of training change the profit structure?
Assess your needs
After you have decided how training will fit into your core business model, the next step is to assess your training needs. Research what departments or teams would most benefit from training.
It is also important to think about whether or not training is the best way to make improvements. Training is not the solution to everything. It is just as important to know when training is not the answer.
Decide on the training
So you’ve figured out that training is the best way to go. Now you have to decide on what kind of training is needed and what level would be the most appropriate. At this stage, you are still thinking in terms of big ideas. You don’t have to know exact details, but just a general direction. There are a lot of types of training out there, so just try to narrow it down to a few.
Create goals and outcomes
To help narrow the focus, it’s time to start making some goals. In order to get a good ROL, make sure that you have SMART goals attached to KPIs. Take into consideration various factors of the business:
- What stage is the business in?
- What will the employees be doing and what will they need to know?
- What kinds of compliance issues need to be addressed?
- What kinds of things do leaders, managers, and employees think need to be improved?
Know your resources
Before you jump into designing the training program, take some time to get an inventory of the resources you have at your disposal. The main one is money. How much money is in the budget? Then there’s time. How much time do employees have for training? Then there are the materials and trainers. What trainers are available? What materials will you use? What kinds of training platforms do you already use? Will you have to buy new materials or can you reuse old ones?
Also read: 11 Technology Trends in LMS
Time to design
Hopefully, you have all the resources you need to make designing the training course a fun and easy process. There are lots of options to consider: online courses, books, videos, trainers, writing your own materials, and more. One effective trick is to look into how technology can help you. A lot of times there are free resources available online and technology can make the process of designing the course easier and make the course better overall.
Sometimes even the best plans need some outside help. Try to collaborate with trainers early so that you have more options and get good rates. One last tip is to try to give employees some input into what they want to learn and how they want to learn it.
When creating a schedule, consistency is key. Don’t try to cram too much stuff in at the last minute. Make a plan to spread learning sessions out over weeks or months. Creating this kind of schedule can help keep employees involved and help them retain more.
Go for it
Finally the part everyone’s been waiting for ⎯ the actual training! All the plans have been made. You have spent weeks and months designing everything. Now it’s time to show off all your hard work and get everyone learning. Some helpful questions to guide the implementation process are:
- What skills and knowledge are priorities?
- What is the best method to use and when?
- How can employees quickly put into practice what they have learned?
Assess the results
If you followed this process, your goals will have been connected to your KPIs. That means you can look at changes in our KPIs to see how effective the training was. It is also a good idea to give employees an evaluation to see if they learned what you wanted them to learn. If they didn’t then it will not be a surprise if you do not see any significant changes in your KPIs.
Last, but not least, is feedback. Make sure that you get feedback from participants to find out what they thought of the training. This will make them feel more involved in the process and it will give you useful information about what to plan for the future and how to plan it. To make the most of this opportunity, ask yourself the following questions:
- How comfortable are employees about leaving feedback?
- How will this feedback be used?
- How often will feedback be collected?
So, there you have. With these steps, you are well on your way to creating an in-house training plan. Best of luck and happy training!