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If you’re reading this, it’s probably safe to assume that you are looking to
deploy a training program that improves individual knowledge mastery
or that takes your current training program to the next level. You
recognize that training and performance walk hand in hand, and you
want to build a training program that empowers your workforce to
succeed.
We’ve come to find that there are six common factors that could be at
the root of the problem.
Factors that could be
Underdeveloped skills
The individual struggles to meet performance expectations because he or she does not know how
to properly perform on-the-job procedures or tasks.
Lack of motivation
The individual is not driven to excel because he or she has found ways of meeting baseline
requirements without expending a significant amount of effort, i.e. the individual can get the job
done without doing it the “right” way.
Unclear expectations
The individual and the manager have different perceptions of what success looks like due to
ambiguous performance expectations and a failure to give directions related to on-the-job tasks.
Communication breakdowns
Without an infrastructure to consistently communicate information within and in-between
departments as new products or services are released or modified, or when goals and priorities
within the organization change, the individual fails to meet performance expectations because he
or she is in the dark on important departmental and organization-wide initiatives.
No incentives
Consistent failure to recognize positive contributions and individual success results in a lack of
individual ownership over tasks and a laissez-faire attitude when an individual is encouraged to
improve his or her performance.
Silo’ed ownership
When there is no organization-wide oversight on training, inconsistent training content,
different expectations and varying communication channels hinder individual performance as
individuals move to different groups. Training is incomplete and confusing, hindering
individual performance.
Think about which factors may be impacting the productivity of your workforce
and take note of them as the core problems that your new training program
should seek to help solve. A clear understanding of what the root of the
problem is before you begin designing your new training program will help you
create an effective training program that is targeted to solving specific
problems that your organization faces.
II. Evaluate your audience to discern
training needs
Location
Inconsistencies in training are often found among geographically dispersed
individuals within an organization, even between those with the same job role
or function. Without organization-wide oversight on training this is especially
prevalent—making it important to streamline your training approach so that
training is consistent across your entire audience. Some questions you should
ask include:
Experience/Skill Level
You don’t want to burn out your most experienced employees by bombarding
them with training in areas that they surpass competency in, and you don’t
want to throw your less experienced employees out into the wilderness by
skipping over important prerequisite courses that they need before they can
understand more complex processes or tasks. To determine at what level an
individual is engaging in a task or a topic you should ask these questions:
• What are the required skills for a specific position? I.e., what do your
learners need to learn?
• What does my audience already know, or what are they naturally good
at? How can I build upon those existing talents and skills?
• How much information is needed? Do your learners need in-depth skill
development training, or a refresher on how to properly perform a
process or technique?
Technology
In today’s increasingly mobile world the chances that everyone clocks in
around the same time and at the same location are getting slimmer—especially
if you have employees working remote or from across the globe. Here are a
couple things to consider when designing your new training program:
• Will the majority of your audience be seated at a computer? Or, will they
be out in the field? If learners aren’t in their desks, audio or printed
training materials may not be practical.
• Will training take place on personal devices? If so, access to the
training could be limited depending on internet connection, bugs and
ability to access the system if it is behind a firewall.
Once you have a better feel for how your audience is positioned to receive training
you can start compiling a list of items that your training program will require to be
successful, such as a learning portal that is mobile-accessible so that audience
members working away from their desks can complete the prescribed training.
III. Determine your desired outcomes
for the training program
Instructor-led
Advantages: Instructor-led training provides an opportunity for
the audience to receive, what can be for many, valuable face-to-
face instruction where they can ask questions, share ideas and
experiences and interact with peers who may be experiencing the
same roadblocks.
ELearning
Advantages: Online training allows you to deliver a high volume
of content to a large audience that is geographically dispersed,
that has limited mobility or that has difficulty attending
conventional classroom training sessions. Due to the virtual
nature of eLearning, delivery costs for online training are much
lower than the costs of instructor-led training since they do not
require significant, ongoing resource coordination. This training
method allows you to maintain a consistent quality standard
across all of your course content, since variable inputs, such as a
live trainer, do not change what content is delivered and how it is
delivered. Also, eLearning allows you to collect, track and
measure the usage of your online training program—helping you
improve it, offer more personalized learning paths and determine
ROI for the training investment.
Self-study
Advantages: Self-study allows your audience to move at their
own pace and discover their own skills or subject matter
proficiencies around important topics—giving them more
ownership over their learning path.
Microlearning
Advantages: Microlearning jumps directly to the hands-on,
action-oriented phase of learning where the individual is
prompted to mimic the activity shown or to absorb information
targeted toward achieving a specific outcome. This type of
learning is typically deployed in brief video segments that give
the learner a quick refresh on how to perform a function.
Gamification
Advantages: Reality-based learning that is specific to on-the-job
scenarios that your audience is regularly presented with will have
strong resonance with your audience. Games can be interactive
and meaningful, translating to a more engaged and focused
audience.
Webinars
Advantages: Webinars allow for a subject matter expert to share
knowledge with a large, geographically-dispersed audience
without the location constraints of instructor-led training. These
sessions can also be recorded for review at a later time, or for
participants who are unavailable in real time.
Now that we’ve got you thinking about your virtual training program in more detail,
we hope that you will start addressing the gaps you defined in the first step by
delivering relevant training content in the method(s) that you think will work best for
your audience.