"Bridge Research Consulting is your leading and reliable capacity building partner in Research, Training and Consulting services in the region."
Information drives knowledge and insight which helps any organization or individual leverage available opportunities in the global economy as the world move into an Omni-Information state. We provide well researched and tested models that transform the workplace and individuals for sustainable growth, through research, consultancy and learning programs.
The responsibility of training the workforce is generally taken on board by Development or Talent teams in larger corporations and Human Resources in smaller companies. They are required to identify topics and needs of the training programs and make them available for employees. They have a responsibility to build the strategy and roadmaps of employee experiences and journeys.
There is a common stigma around corporate training programs, where employees often struggle to see value in them because they are designed to highlight gaps or are very specific and only relevant to current positions. Hence, the role of learning and development now is evolving to enable ongoing learning rather than control it.
Better workplace learning is more in demand than ever. Employees would commit to staying at a company longer if the company invested in their development. Top management of the world’s leading companies believes that investing in their employees’ career development is a positive requirement for the growth of the company. Therefore, both the employees and employers see the importance of the career development of their workforce.
Creating 'standardized' training programs for all your employees will sure, present information in front of them but that does not guarantee the transfer of knowledge and employee engagement that will translate into growth for the company.
More importantly, your employees have varied roles, experience, knowledge, and abilities. Designing your training program to be specific to each one of them will improve learning efficiency and increase return on investment (ROI). Well-structured learning and development programs build the desired knowledge and skills that will impact individual employee performance and increase job satisfaction, which often results in higher employee retention.
What's a good training program?
Undoubtedly, every individual has their 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, and 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, and what topics and skills they should be trained on. For example, if you have unsatisfied customers, you may need 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 types of learning experiences you need to create.
Goal-oriented: When structuring training programs, ensure they are goal-oriented and the Key Performance Indicators are chosen to paint a holistic picture - time, cost, effectiveness, quality, and quantity of the program. Manager Input: Manager involvement is important to increase employee engagement in learning. 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 an 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 learned or face-to-face feedback sessions, can help ensure concepts are understood and actively practiced.