FEW WAYS OF STARTING EMPLOYEE TRAINING FOR COMPANY OWNERS

Creating a learning and development training program by companies can be very challenging because of its transition from a small firm to a big one, but one step to reduce it is by putting together a One-Page Learning Plan, which guides the overarching initiative and makes it easy to align learning KPIs with organizational business goals. So here are a few  ways which these employee trainings can be initiated;

1. Communities of Practice(COP)

Communities of practice are created for members of a company to share with and learn from each other. It concentrates on a specific topic or job role and is typically informal, collaborative ways of learning. Members of the community can share best practices, industry knowledge, and latest trends through regular in-person meetings. Technology can enhance collaboration among these groups, whether through social media interaction or the banking of information on a company Intranet.

2. Informal Mentoring                                                

 Organizations can act as a matchmaker between employees which is a form of relationship that can help with to share knowledge among the workers as well help improve worker loyalty and improve retention rates. Senior staff members and new employees can help mentor each other about any knowledge they have that is beneficial for both of them, it could be information about the company or any technologically useful information.

3. Learning paths              

 Learning paths can help with long-term professional development of employees. It helps to build the knowledge and skills required for success in a particular area. Employees can easily identify what they need to learn for their job, and they give business leaders visibility into overall readiness levels across the organization. Learning paths can include formal learning such as classroom, virtual and web-based training along with informal activities. On-the-job training, job shadowing, and performance auditing can be incorporated into learning paths. Organizations that implement role-based learning paths typically have reduced attrition, and workers are better equipped to develop new skills within current or different roles.

4. Learning & Development Departments      

Middle-market organizations that invest in establishing learning & development departments demonstrate a commitment to professional development, which all employees appreciate—but especially those high-achievers that organizations are so eager to retain. L&D departments have the skills and expertise to enable business goals through learning. Initial investments may be modest—the hiring of a training manager, or bringing on a consultant to oversee the development of training materials—but they can then scale with the growth of the organization.

5. Social Learning and Collaboration Platforms                                      

Organizations can implement technologies that provide for sharing and collaboration among employees. Many social learning function now add a social gamification component where employees that “share” information gain points or badges, all of which encourages and incentivizes learning. It's important to know that social learning is about delivering measurable and important business value.

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SOURCE: caveolearning.com