Training is an important tool in developing employees and job seekers as well. Thus training is important for both working class people and business owners. But a problem with managers is the fact that they doubt the effectiveness of training for their employers, and some believe more in the use of technological form of learning. People believe that training is just to fill up space and not clearly defining their goals for the training. this makes them not to realize the importance and effectiveness of training for themselves and their employees. You can't measure what you can't quantify and you can't meet expectations if they are not there in the first place.
Here are some questions you may ask yourself before signing that member of your team up for a training programme:
THINK OF THE FUTURE
Look at where your organisation heading in the next three to five years. Think of the gap there is to fill as well as the kind of knowledge and skills needed to fill up the gap. You should then articulate the needs of your company that you want the training to meet. Good organisations get their employees well trained to perform their current job functions. Smart organisations train their staff to meet today’s needs and be ready for tomorrow’s demands.
GO FOR QUALITY AND NOT PRICE
Talk to as many people as possible and make researches to help you know which training facility to make use of, this is because there are many programmes that can help to meet your organisation's needs. The idea is to find a programme in the market that best meets your needs, or have a provider design and customise one for you. Do not go for the price, but go for the quality of the product. TO FIND A GOOD TRAINING CENTRE FOR YOUR COMPANY NEEDS, VISIT www.careergong.com.
CREATE A BENEFICIARY CLIMATE
Know the kind of benefits you want to get at your workplace when you send someone for training. You can't expect an employee to put her newly gained innovation techniques to use if your organisation just wants everyone to follow set procedures and frown upon new ideas. A climate that allows the new training skills to be applied is as important as the training. And so is creating opportunities for the employee to use what she has just learnt.
Work out deliverables, and communicate expectations
When it comes to post-training evaluation, some organisations go as far as structuring an evaluation process for their staff to know how well they learnt the skills needed in the training. You can make use of any approach of your choice but the important thing is that the measurements should be fair and achievable. It’s also crucial to map out the outcomes and communicate that expectation to the employee.
Training will continue to play an integral role in people development and a necessary expense for businesses. How well you plan for training may not save your organisation much, but will surely stretch that investment – and actually translate into something meaningful for your organisation, your clients, and your employees.
TO FIND A GOOD TRAINING CENTRE FOR YOUR COMPANY NEEDS, VISIT www.careergong.com.
Here are some questions you may ask yourself before signing that member of your team up for a training programme:
Look at where your organisation heading in the next three to five years. Think of the gap there is to fill as well as the kind of knowledge and skills needed to fill up the gap. You should then articulate the needs of your company that you want the training to meet. Good organisations get their employees well trained to perform their current job functions. Smart organisations train their staff to meet today’s needs and be ready for tomorrow’s demands.
GO FOR QUALITY AND NOT PRICE
Talk to as many people as possible and make researches to help you know which training facility to make use of, this is because there are many programmes that can help to meet your organisation's needs. The idea is to find a programme in the market that best meets your needs, or have a provider design and customise one for you. Do not go for the price, but go for the quality of the product. TO FIND A GOOD TRAINING CENTRE FOR YOUR COMPANY NEEDS, VISIT www.careergong.com.
CREATE A BENEFICIARY CLIMATE
Know the kind of benefits you want to get at your workplace when you send someone for training. You can't expect an employee to put her newly gained innovation techniques to use if your organisation just wants everyone to follow set procedures and frown upon new ideas. A climate that allows the new training skills to be applied is as important as the training. And so is creating opportunities for the employee to use what she has just learnt.
Work out deliverables, and communicate expectations
When it comes to post-training evaluation, some organisations go as far as structuring an evaluation process for their staff to know how well they learnt the skills needed in the training. You can make use of any approach of your choice but the important thing is that the measurements should be fair and achievable. It’s also crucial to map out the outcomes and communicate that expectation to the employee.
Training will continue to play an integral role in people development and a necessary expense for businesses. How well you plan for training may not save your organisation much, but will surely stretch that investment – and actually translate into something meaningful for your organisation, your clients, and your employees.
TO FIND A GOOD TRAINING CENTRE FOR YOUR COMPANY NEEDS, VISIT www.careergong.com.
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