Performance Booster

Corporate training is the process of improving necessary job skills and knowledge of a company's employees through an organized method of instruction. It usually takes the form of online or offline instructional content (textual or video), online or face-to-face lectures and mentorship, actual or virtual group interaction, and/or online or physical lab exercises or practical projects.

Importance

Corporate training benefits organizations and employees alike by ensuring swift acquisition of the capabilities needed to accomplish corporate goals and success, as well as improving teamwork, employee satisfaction, and retention, as well as each employee's personal skillset, job value, and career development. According to a study by the American Society of Training and Development, corporate training has helped enterprises enjoy more than 24% higher profit margins. By adding high-value skills and certifications to their offerings, corporate training has even enabled some organizations to generate more than 200% more revenue from each upskilled employee. Corporate training programs also improve employer reputation and the ability to attract new talent.

What's a good training program?

Undoubtedly, every individual has their own idea of what makes a 'good training program'. The truth is there isn't a unique model of what constitutes the ideal training program. However, some things remain standard in all good training programs –no matter the industry, the employee size, the purpose of the program, the geography and demography:

• Relevancy and Need - The experience and information you offer your employees must be relevant, timely and applicable to their daily job activities. It should help them expand their knowledge, skills and should be easy to digest so they learn quickly and can implement what they learn. It is also imperative to correctly identify who needs to be trained, what topics and skills they should to be trained on. For example, if you have unsatisfied customers, you may need a customer service training for your sales team. However, if your company is going through a merger process you might need to train managers on Change Management.
• Alignment - Anything you train your employees on must be aligned with your organizational goals. Don’t ask your employees what training they want or need instead, focus on what are the business outcomes and then identify the capabilities needed to achieve those outcomes. Then you can decide collectively what specific skill sets are needed by your employee base and the the types of learning experiences you need to create.
• Goal oriented - When structuring training programs, ensure they are goal oriented and the Key Performance Indicators chosen paint a wholistic picture - time, cost, effectiveness, quality and quantity of the program.
• Manager Input - Manager involvement is important to increase employee engagement in learning. A survey conducted by LinkedIn, noted that 56% of employees would spend more time on their training if their manager directed, or recommended, them to a specific program that directly they believe will improve their skills.
• Creativity - Workplace learning is evolving to a place where adding fun, bite-sized and relevant activities to training is becoming increasingly popular to increase employee engagement. Moving away from traditional trainer style learning, or online learning experience similar to flicking through a powerpoint presentation, will allow you to explore more creative possibilities.
• Post training - Organizations spend thousands of dollars each year on employee training with little knowledge of whether it's "working". Incorporating post training follow ups, such as short lessons or activities to review new concepts learnt or face to face feedback sessions, can help ensure concepts are understood and actively practiced.

Objectives of training programs

There are a number of reasons and motivations for an organization to develop a training program. Listed below are the most common objectives of training programs:

• Career and Personal Development: Career development as a whole can be looked at from two perspectives: the employee and the employer. The company’s main aim is to increase its employees productivity in order to achieve business goals, which is generally done by ensuring "the perfect marriage between the job and the person". On the other hand, for the employee, both career and personal development are very important.
  • Providing employees with career growth opportunities aligned with company objectives, goals and strategies
  • Upskill or maintain knowledge of current job related tasks
  • Develop personal skills and abilities for soft skill topics to plan for personal growth
  • Enhance or obtain education, abilities and skills for duties unrelated to current job to achieve self-set goals and career objectives
  • Better community members and happier individuals
• Onboarding New Employees or New Roles: New employees generally take some time to become productive as they tend to be more stressed, anxious and definitely feel a disconnection from the rest of the team. It’s also observed that 33% of new employees are likely to look for a new job in the first six months of starting and a good 22% will change within the first 45 days.

  A good onboarding process helps manage the emotions experienced by most new hires, reduces the costs of employee turnover and increases general productivity.

  New employees generally take some time to become productive as they tend to be more stressed, anxious and definitely feel a disconnection from the rest of the team. It’s also observed that 33% of new employees are likely to look for a new job in the first six months of starting and a good 22% will change within the first 45 days.

  A good onboarding process helps manage the emotions experienced by most new hires, reduces the costs of employee turnover and increases general productivity

• Mandatory Training: Some companies have company-wide training programs from time to time, designed to educate their entire workforce on specific topics. The variedness of these programs depends of course on factors like the company location or industry in which it operates. Programs include updating employees on regulations & policies, discussing occupational health & safety, diversity, workplace etiquette.

Strategies

Creating effective training programs requires you to select strategies that will allow evidence of successful learning in your employees. Below listed are a few ‘innovative’ strategies that you may consider. Please note that every organization’s requirements vary and hence consider possibilities that are most suited to your needs.

• Active Learning: Active Learning, also known as Pragmatism or Experientialism, emphasizes on the real-world applications of knowledge, which promotes learning through experience and not simply through concepts. Having a core strategy that encourages employees to not simply soak in concepts but actually practice them makes for a promising training program. It is important however, to focus on things that are immediately relevant and applicable for people in their day-today jobs and train them for future jobs.
• Assessment with a Purpose: If you struggle or want to maximise the training programs you create, start by asking yourself a few questions. The strategy you implement should be appropriate to the goal of the business and be supportive of the training process. In planning for assessment, you will also need to consider how the outcomes will be recorded, while ensuring that there is sufficient and appropriate information collected for making an 'on-balance' judgement of the standard achieved by the employee at the end of the training program.

Modules

Modules are customized according to the need and demand of the companies.