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According to me, I will appoint a management Consultancy firm who are capable to provide time tested, market oriented, result driven training to all types of employees across all the industries.
A complete training system begins when leadership recognizes a problem, and a lack of skills as an obstacle to solving it.
A firm, for example, may need a comprehensive training system, combining a variety of key elements — pre-training, post-training and an unusual step of training the company’s executives — for a well-rounded learning system. This hypothetical client was a consumer products company, but this methodology could work with any content — time management, sales, project management — for an organization in any industry.
Operating a business with employees who have the skills and knowledge to stay productive is dependent upon a few factors. One of the biggest is developing and implementing a successful training program that nurtures employees and capitalizes on their talents.
Here are seven tips and guidelines to create an efficient workforce and keep your business functioning at a high level.
1. Identify goals.It’s hard to be successful without knowing exactly what you’re trying to achieve. That’s why brainstorming sessions to determine your business’s needs are important. In one industry, employees may need to learn the fundamentals of customer service. In another, they might need to know how to operate different types of machinery and how an assembly line operates. Regardless of the details, knowing your goals will dictate how you approach program development.
2. Acquire training resources.Unless there is immediate access to all training materials, you will need to purchase them from the appropriate vendors. This might include computer software, an online course, or books. In some cases, the provided materials will cover every aspect of the training process where no customization is necessary. Other times, you may need to customize certain things so that the materials address the specifics of your company.
3. Create a schedule.Depending on the length and complexity of a training program, it might take a few days to several weeks to complete. Figure out roughly how long it will take and create a schedule. You may want to have employees attend the program together to streamline it, or break it down into smaller groups if necessary. Be sure to take into account any potential setbacks and try not to overwhelm team members with excessive information in a short period of time. Learning new skills is a process, and training should be done gradually so employees can fully digest one lesson before moving on to the next.
4. Find a trainer.Recruit an experienced professional to guide team members throughout their orientation to keep things running smoothly. You may want to use an in-house manager who has direct experience in your business, or you can hire a professional trainer. This individual will lead trainees, give lectures, answer questions, provide feedback, and do anything else that’s required to educate employees.
5. Communicate effectively.It’s smart to hold a meeting before begininng where you can provide a brief rundown on what the program will entail and what employees can expect. You should also explain what the expectations of everyone are and that the course should be taken seriously. Finally, it’s a good time to respond to any concerns that employees may have and clarify any issues.
6. Track progress.Have metrics in place to monitor what’s been completed. Break the program down into sections so you will know how far employees have come and what’s left. You may want to utilize a tool like a spreadsheet on which each employee’s name is placed on the left side in rows and course sections are placed on top in columns. This will create a matrix in which you can reference when necessary and conveniently track the program every step of the way.
7. Encourage feedback.Upon completion, you should have your HR department meet with employees to obtain feedback. This is the time when employees can discuss the strengths and weaknesses of the program, what they learned, and their overall experience. Meeting one on one is ideal because you’re likely to get more honest and unbiased feedback. From there, your HR department can spot patterns and know if anything needs to be addressed. This information should help to fine tune your program in the future.
An effective training program is one of the best ways to prepare employees for success. By equipping them with the tools and knowledge to perform their jobs, you can expect better performance and a more cohesive unit. The long-term effects are often higher productivity, better company culture, and increased sales.
Measure employee satisfaction through job satisfaction questionnaire, which is the most important step in the measurement system:
1. The use of the latest technological means to improve satisfaction and staff engagement with the goals of the institution, and through the use of a specialized system for measuring employee satisfaction on a regular basis, and is Sondos system for measuring job satisfaction one of the best of these systems and it is better to support the Arabic language as a whole.
2. knowledge and determine the wishes of the staff through job satisfaction which shows the points that fascinate staff and the points that raise concerns questionnaire, and therefore the company can find out if their efforts to improve staff satisfaction and a link in the right direction or not.
3. Help employees to see the full picture, workers want to feel that they are contributing to the success of the company and making a difference, and it is through clarifying the role of the employee in achieving the goals of the company, and then give the employee adequate space to take decisions within its capabilities and qualifications.
4. Use training to increase employee self confidence, managers who believe they are providing cost the company not to give them adjusted a training to improve the productivity of employees do not realize the fact that they are doing just the opposite; the fact that the training of staff as well because it improves employee satisfaction and enhances employees' self-confidence and increases employee productivity , it also returns a material positive returns significantly on the company, and of the leading companies that have proven this theory practically Motorola, which estimated that every dollar was spent on staff training returned them thirty dollars, according to a study conducted in which Merrill Lynch (Merrill Lynch).
5. Develop programs to guide and direct the staff, and be done through training and encourage veteran employees view to becoming mentors for new employees to help them develop their skills and enhance their affiliation to the company and improve employee satisfaction and increase employee engagement with the goals of the institution.
6. promote team building, encourage team-building activities of the department itself and between the sections with each other, and to create a work of trust and acceptance required cooperation between staff and provide a comfortable environment.
7. build a supportive environment for employees, sometimes facing managers difficulties in dealing with some third-party dissatisfied with staff salaries and incentives given to them, for example, so it is necessary to train managers on how to deal with employees in such cases and make them feel sympathy for them to while going through this stage and radically solved by senior management.
8. staff Sarh truth, showed your respect for employees by telling them periodically on the status of the company and to understand the strategic shifts undertaken by the company due to competitive or economic Alaih.
9. Return managers non incompetent or laid off, training sometimes the company is forced to dispense with one of managers to avoid the damage caused by it, as the director of one bad may lead to a decline in employee satisfaction to a large number of managers and employees the company, whether those around him (horizontal) or below administratively (vertically), and it becomes infection transmitted through a way that can not be controlled.
10. give employees the right to recognize their contributions to the achievement of the goals of the institution, and by encouraging staff incentives and rewards the physical and moral integrity.
- find out the requirement of training in your team
- find out the best trainers of the specialty within the budget of the company
- find out the time slots of employees availability with out causing disturbance or any loss to the business nor to the employee attending the training.
- have application based test after completion of training and provide scenario's to fully understand the concepts learned in training for best utiization in work.
My 2 cents. Thanks.
First, thank you for the invitation
I think to get to deliver the best results in line with the best goals of the performance is always required in the leading companies must provide training opportunities equal for all, and investing in human resources and providing them with the appropriate atmosphere for the development and progress of rehabilitation and work as a team and refine the training and increase knowledge in order to raise productivity and rationalization of work procedures and routines and achieve goals strategy. And feeding this trend must adopt special systems of rewards and incentives and training, which is focused mainly on the degree of excellence and the level of performance and personal capacity and work to create a corporate culture among employees.
Thanks for asking. A complete and effective training system should be based on a review of Training needs.
How many people need training as fresh candidate so you can start for them with basic.
How many people who are trained enough on basics but need to polish their skills so advanced level is required
Hoe many people who have already done both but not engaged since a long time so should have a refresher course
Last but not the least no training can be effective until and unless you have evaluation and test after completion plus to motivate the candidates a certification process ONLY for qualified candidates.
Mohammed Ashraf brilliantly explained it in away that is very informative, agree with his answer
The following measurements may be considered to evaluate the effectiveness of a training system.
1. Satisfaction level measurement of the trainees- at the end of training
2. Knowledge acquisition monitoring through supervisor
3. Behavioral application monitoring through supervisor
4. Business improvement- An assessed percentage of business improvement could be attributed to training- though subjective.
5. Return on investment (ROI): (Full cost of training/ business improvement in dollar terms).
So, return on investment follows a business impact, a business impact follows application, application follows learning, and learning follows satisfaction with training.
Analysis:
1. So, to get an awaited result, someone needs to observe the trainees for almost a year. Normally, the training institution could be given the responsibility to measure everything over a period of time and give a report to the organization after six months or one year.
2. Alternatively, the HR officer shall take the lead role to measure the last four items (except the first one) and shall prepare a report after six month showing impact level of training
Thanks
Fully agree with answers given by Mr. Khalid Ghaffar and Rami Assaf
Mashalla full agree with experts a above on their great answers
