So you’ve invested a great deal of time and resource into your employee training and development programme, but you’re not yet seeing the benefits on your bottom line. What now?
A top-notch employee training and development programme can have numerous advantages for your business. These range from increased productivity to a safer working environment. But while the benefits are clear, it’s important to design an L&D strategy that’s right for your business in order to reap the rewards. Here are five ways you can get the most from your training programme.
Align training with your business goals
Does your employee training and development programme align with your business goals? If you have business objectives that are being compromised by a skills gap, there is a huge opportunity to repair that gap with training.
Similarly, consider whether the way your training is delivered feeds into your company values. Is it inclusive? Is it tailored to your organisational culture? Does it take into account the needs of all your employees, as well as customers and stakeholders?
As technology plays an increasing role in all of our lives, there are a growing number of opportunities for employers to use technology in staff training. Most companies use some form of learning tech to enhance their training, but many of them remain unclear on how to drive real results from it. The key is not to use technology for technology’s sake. It’s all about finding out whether your employees have unmet training needs that technology could help you address.
But innovation isn’t just about technology, it’s also about understanding your employees and finding new ways to adapt to their requirements. For example, a Learner Landscape study by Towards Maturity found that 68% of employees want to be able to learn on the go, and 94% want to be able to learn at their own pace.
Set learning goals
In their study, Towards Maturity also found that companies with high-performing learning programmes are 10 times more likely than low-performing companies to use learning analytics. The first step is to define what success means, and then set KPIs to measure these successes.
What defines success will vary from business to business, but possible measures include how well training has been understood, how the learnings have been applied at work and whether business performance improves following training.
Identifying what works – and what doesn’t work – will be gold dust when it comes to reviewing and improving your employee training and development offering.
Find a trusted training provider
A really good training provider will work with you to understand your organisation, your employees and your business goals when it comes to both mandatory staff training and more specialised courses. Here at Knight’s, we do just that. We offer one-off courses through to complete learning programmes, and our course delivery is tailored to your needs. Explore our range of courses here. Alternatively, get in touch with us via the form below, or call 0207 112 8412, and one of our friendly team will be happy to help.