For any successful business, training employees is essential. Apart from helping employees acquire new skills, training helps companies avoid losses due to errors. Moreover, employees who have undergone training are more competent and productive, making the business operate smoothly. According to some statistics, 68 percent of employees consider training vital, and 94 percent stay longer if the organization invests in their training. Nonetheless, training in business can be difficult since people learn differently, and deciphering training styles that suit different people is challenging. This is why having flexible training tools to facilitate employee learning is so important.
Here are some important factors to consider when selecting training tools for your business.
The Number of People you Need to Train
Training is more effective in small groups as opposed to large groups. Therefore, as an entrepreneur it’s wise to modify the size of your training session appropriately. For example, if a company management intends to train sixty employees, it should group them into manageable smaller groups. Smaller training groups improve the learning for those participating in the training (much like how large class sizes in schools reduce the quality of education). Specific class sizes will depend on your business’ needs and processes, so whatever you choose it should be tailorable and flexible.
How to Train the Employees
Which training method does the business management intend to use? There are different employee training methods businesses can use; lectures, simulation, hands-on training, group discussions, and instructor-led training. The method of training used by management determines the training tools needed. For instance, in an instructor-led training method, the management will require an instructor, a projector or a whiteboard, and erasable markers for presentations. Because working from home is becoming more common during the pandemic and likely into its aftermath, online training tools such as video conferencing and chat platforms with interactive functions are also training tools to consider. Obviously, no amount of software can build speed and competency for job tasks that require manual labor, however a LMS training suite can provide employees with instruction on safety policies, compliance and regulation guidelines, or other internal processes that support their core job function.
The Objective of the Training
During employee training, the objectives vary depending on what the business wants to achieve so the training tools should be tailored towards the goals – you don’t want to build goals around your tools as if they were an obstacle. For example, suppose management’s goal is to train employees on using a specific software suite that will improve efficiency and productivity. The goal of that training is to focus on integrating employees into the new process. The software you use should be able to facilitate the learning process, track completion and competency, and then report on employee progress to leadership. Reporting on results and compiling information into a usable format makes the lives of your trainers and team leaders easier and saves them time by removing steps. Unwieldy tools become a process unto themselves and add steps, decreasing productivity.
No matter what your training objective is, measuring training retention is a critical part of integrating a new process. A follow-up goal for after training would be a process of measuring employee competence in the new program, and well-made training software will provide the information to leaders and trainers. Setting clear goals and expectations and then having the ability to follow-up shows your employees that they aren’t just passively observing a process but are an active part of a process. Accountability adds value and increases the chances that people will work to retain the information, so it should also be a key part of your training ethos.
How much money does your business want to spend on the training? According to the New York Times, American companies spend $170 billion annually to train their employees. The cost of training one employee is $1,041.00 on average. When considering how much your business should spend and what things you want to spend money on, a reasonable training budget for any business will likely include enough money for training resources such as workbooks (for physical retention of processes), software suites for digital retention of processes, a space to learn the processes, and a budget for instructors. No matter what software or resources you invest in, having talented people to maintain and update your processes is always a smart investment.
Long-Term Effectiveness of the Training
Effective front-end training that clearly sets out work expectations and explains processes clearly shows its value early on by preventing errors from occurring. Training employees can be challenging but rewarding at the same time. Other than helping the business adopt new profitable styles, training helps employees grow their careers profoundly. Properly developing your employees and identifying their strengths means that a business can continue to utilize that employee’s talents over a long term. Retention saves you money on training more people as well.
Every business must train new people as it grows, so choosing the right supporting tools for your software is important. If your training tool is something that employees must work around to succeed, then it can affect competency and retention. With the correct training tool, businesses minimize overspending in their training programs and achieve effective training, and it becomes part of the foundation for developing a stable, competent workforce.