Is your employee training process not as effective as you’d like? If so, you’re not alone. According to Harvard Business Review, 75% of 1,500 surveyed managers are dissatisfied with their company’s learning and development program.
Likewise, 70% of employees report that they don’t have the expertise or skills necessary for their jobs. These statistics speak to a common problem; the majority of training programs in the US are inadequate.
So, how can you make your corporate training stand out? You can start by learning the best procedures for crafting a corporate training course.
Fortunately, you can find that information in this guide! Read on to discover the best corporate training tips.
A Guide to Developing Corporate Training Courses
Determine the Needs of Your Course
The first step for any successful business initiative is to establish your goals. What do you need your employees to know by the end of this course? What tasks should it equip them to perform?
Answering these questions can help you design a course that meets these goals. Another useful step is to establish key performance indicators (also known as KPIs).
Your KPIs serve as units that measure your business’s overall performance. They can help establish several critical achievements, including strategic approaches.
KPIs can also help with the process of developing a training program. You can use those indicators to decide how your employees should meet objectives.
Consider the following factors when building a new employee course:
- Intended audience
- Short and long-term goals
- Timeframe to meet goals
- Success indicators for you to look for
- Success indicators for employees to look for
- Ways to gauge if learners have acquired the knowledge they need
Once you’ve determined these factors, you can choose which type of training program will best meet these goals. Next, we’ll discuss some different program structures you can use.
Which Type of Corporate Training Program Should You Use?
Once you’ve determined your course goals, decide which type of course will best achieve them. You might be surprised at how many different training structures exist.
The following list is by no means exhaustive, but it can give you an idea of your options:
- Classroom style
- Workshop style
- In-house seminars
- Industry conferences
- Individual/group training
- Skills training
- Management training
- Online training
- In-person training
- Self-paced training
- Structured training
As you can see, there are many routes you can take. The question is, which one will best accomplish your goals?
To that end, remember to consider your target audience. Who needs this training most?
Individuals can benefit from several types of training. You might consider each individual’s needs and their schedule to offer customized options for each team member.
On the other hand, certain models work better for group instruction. So, consider your audience and the type of training they need to choose the best course model.
Focus on Adult Learning Principles
Another factor to consider is the age and experience of your workers. Adults generally have more experience in their industry than young college students and recent graduates. How can you ensure that your course suits your employees’ age and experience levels?
First, consider their previous experience. How can you use that to scaffold and build their knowledge?
Also, remember practicality. Working adults have other tasks they have to focus on besides your training course. Your teaching should instill practical applications and skillsets to improve their performance.
It can also help to demonstrate upfront how this training can help employees. Adult learners are often willing to learn if they can see how the content will benefit them.
Begin Outlining Your Course
At this point, you should have the following information:
- Your course objectives
- Learning principles to help workers attain those objectives
- The type of course you’ll use to achieve these goals
Once you have this information, you can begin creating a course outline. Your outline should include several factors, including:
- Topics you’ll cover
- Key information and takeaways
- Starting point
- Ending point
- Exercises you’ll use to get from the beginning to the end
- Techniques you’ll use to measure improvement and learning
Determining these factors can go a long way to solidifying your course, which will start to take on a coherent structure. Considering these factors also improves the chances of your workers absorbing the information.
Finalize Your Training Plan
Once you’ve established an outline of your course, start filling in the details. Be specific about which exercises and tips your course will include. Make sure everything is clear so that you don’t have to navigate any ambiguities when you begin implementing the training.
It can also help to submit your course plan to colleagues or a 3rd party to receive feedback. They may recommend some useful changes, such as reordering certain sections for improved flow and structure.
Design and Develop Your Training Materials
A training plan can only succeed if it has effective training materials. It’s crucial to ensure these materials are already fully designed before launching your course.
Another principle to keep in mind is that it’s best to focus on your learners’ needs. Don’t fall into the trap of doing what’s easiest for you or the trainer.
There are several types of materials you can include in your course, including:
- eLearning modules
- Training manuals
- Job aids
- Workbooks
- Online materials
Once you have materials for your learners, you can begin implementing your training course!
Start Creating Your Materials
Corporate training is essential for a business to have a vibrant and skilled workforce. Once you begin crafting an employee training course, you’ll need to make sure it’s polished for your learners.
That’s where we come in. We provide best in class proofreading and editing of e-learning courses to ensure your learners walk away with the knowledge they need. Reach out to our team today to find our more!
