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The basic steps to effectively design a training program
are:
- Define the training needs
- Define the target
audience to receive training
- Develop the content
to be used for training
- Define the outcomes to be
achieved from training.
Defining the training needs
This is a process called discovery. In a discovery
phase it is important to define the needs and goals
of the organization and what kind of knowlege will
help
employees meet those needs and achieve the stated
goals. It is important to emphasize that the needs
and the goals both be addressed.
Needs are generally
those issues related to a changing technological
space, such as updated software, new systems or
processes, a response to new legistlation that
requires specific knowledge, etc.
Goals are those initiatives related to performance in
competition with other companies or perhaps with past
levels of achievement.
Defining the target audience to receive training
In the case of medical emergency preparedness, it is
necessary to identify a core group of managers and
train them. This is the process of identifying the
target audience.
Another example would be to do a
study of work processes, including employee surveys.
It is surprising how many management decisions
are made without employee feedback! It is important
to
listen to the employees and take their suggestions
into considerations because they often see many
things happening that are not immediately apparent,
especially
when it comes to employee training and identifying
who needs it.
Develop the content to be used for employee
training
Content development can be accomplished in-house by
experts within the organization. Indeed, for many
important job functions it's important that a manual
of work processes exist and be regularly updated
on an at least yearly basis. Such a manual can form
a basis for the study materials to be used in training
employees.
In other situations it's possible to purchase the
materials from an outside vendor. Especially in specialized
niches that are dependent on legistlation and rules
that change from year to year (such as accounting,
legal requirements, processes that are tied to governmental
regulation), it may behoove the organization to purchase
materials from vendors who produce timely
employee training content.
Define the outcomes to be achieved from training
This last step is very important to regard. The outcome
from training is typically defined within the following
categories: increased profitability, higher
efficiency, better levels of
safety within the work environment, development of
employees who are ready to meet the challenges of
assuming management roles, a productive work environment,
and even a better product and customer satisfaction
and retention. All of these points are the kinds
of goals management should be focusing on when developing
an effective program for continued organizational
development.
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