Learning And Development Training Programs – Employee Needs

All employees must have adequate learning and development training programs to ensure health and safety at work. Some work activities require detailed formal training but, for most everyday activities, i.e involving work equipment, adequate learning and development training programs can be delivered on-site using the supervision of more experienced workers and training systems.

Understanding the importance of employee learning and development training programs is one thing. Identifying what the training and development needs of your employees are, is another. Get it wrong and you could be wasting money on training in areas where your people are already proficient.

But, how do you know exactly what it is your employees need?

 

Steps for identifying the learning and development training programs your employees need

• Set clear objectives

To identify training development program needs, you first need to set clear expectations for each role within your business. In order to monitor performance effectively you need something to measure against. Review job descriptions when new positions are created, or when making any substantial changes to existing roles, as well as periodically to account for smaller changes.

• Clarify learning objectives

Your business must clearly define its learning objectives and desired outcomes in order to focus on the appropriate goals. For example, you might want to improve productivity rates, motivate staff or reduce on site incidents. Once you have set out your goals can you then start to create courses that provide this key knowledge to your employees.

• Target learning outcomes towards each role accordingly

The next step is to align your learning objectives on a role to role basis, keeping in mind individual employee skills and knowledge.

For example, confined space training to plant operators working in enclosed areas or hazardous substance protocols to reduce incidents to staff working with chemical processes. Create a list that features all of the desired outcomes, then link it to performance goals and employees respective skills.

• Monitor performance

Measuring and monitoring performance should be used as a means to support employees. Set clear goals and respond to performance on an individual basis. Understanding strengths and weaknesses puts your business in a position to respond positively and offer appropriate learning and development training programs.

Personal development plans, are an efficient way of reviewing individual needs and identifying any work related training requirements.

• Evaluate current learning and development training programs

You may already have training materials that are ideally suited for the task.  However, evaluating your current resources gives you the ability to identify areas for improvement, repurpose or revise training materials. You may also discover that your deployment strategy needs some work or that some learning and development training programs aren’t as effective.

For example, you may use traditional face to face training, however for staff and contractors working on site this method has its drawbacks. What if they need access to crucial safety information there and then? Allowing staff access to an online induction or learning management system, enables on site staff to access crucial information via a mobile device anytime and anywhere.

• Develop learning and development training program

Create training development programs that centre around the employees’ individual needs, roles, goals, and performance. Research which training resources will work best to educate your staff and to help build practical skills. Remove ineffective training materials and continue to monitor staff progression. Remember learning and development training programs may need to be refreshed at suitable intervals to ensure workers remain competent and to ensure health and safety.

Learning Management programs are a great way of helping employees succeed in their careers and to remain competent.

Methods of training

Training and the techniques used can vary and may include: –

• Self study, eg reading manufacturer’s instructions
• Simple in-house instruction and demonstration, with supervision
• Online Induction Systems and Learning Management Systems

Employers will need to establish what learning and development training programs are appropriate. As long as the learning and development training programs are provided competently and to the standard necessary to ensure health and safety, there is no restrictions on training being given on site. Read how using training and development can also help to motivate staff.

 

In summary

An company’s capacity to grow is defined by its openness to learning. Getting, keeping and developing the right employees is key to business success. With the right training resources, your business will be able to improve on-the-job performance and get the very best from employees.

Read what happens when training goes wrong – The True Cost Of Poor Training.