Convincing management
The first step (which usually has to be done by an HR specialist) is, according to eLearning Industry, convincing management and decision makers that training and education are truly necessary and must be a priority. As things stand, management usually looks primarily at money, which is why you need to support your efforts at persuasion with stats and data demonstrating that training of employees will pay off financially for the company in the long run. Only when there is genuine overall support from management can you move on to the next steps.
Connection with practice
An important step when organising education of employees is connection of theory and practice. In other words, for the training to have any sense, it must truly concern the real job of the employees, not just abstract and theoretical levels. This connection must be as specific as possible and even your choice of the system of training, or its provider, should take this fact into consideration. You might, for instance, create model situations taken from the everyday practice of your employees, and use these to explain new procedures or teach new skills. It is important that every piece of information received by the employee is connected to a specific task the worker performs at work.
Inspection
Retrospective analysis and inspection of training and education is a must if you want to ensure the system is genuinely effective. Analyse the effect of the training, measure its impact on the performance and knowledge of employees and, if necessary, adjust the system so that it has the biggest possible positive impact on the work of employees across the whole company. In this sense, you must of course closely cooperate with the coaches and continuously consult with them regarding the goals you have and the tools you will use to achieve them. Be sure, therefore, that you choose the right supplier of training.
-mm-