Catherine Rey Sales & Marketing Manager
Training is one of the most profitable investments an organization can make. No matter what business or industry you are in, the steps for an effective training process are the same and may be adapted anywhere.
If you have ever thought about developing a training programme within your organization consider the following four basic training steps. You will find that all four of these steps are mutually necessary for any training programme to be effective and efficient.
I. Establishing a needs analysis
This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. Several examples of an analysis outlining specific training needs are customer dissatisfaction, low morale, low productivity, and high turnover.
The objective in establishing a needs analysis is to find out the answers to the following questions:
By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employee’s performance in accordance with the company’s standards.
The needs analysis is the starting point for all training. The primary objective of all training is to improve individual and organizational performance. Establishing a needs analysis is and should always be the first step of the training process.
II. Developing training programmes and manuals
This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training.
III. Deliver the training programme
This step is responsible for the instruction and delivery of the training programme. Once you have designated your trainers, the training technique must be decided. One-on-One training, on-the-job training, group training, seminars and workshops are the most popular methods.
Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have:
For a training programme to be successful, the trainer should be conscious of several essential elements, including a controlled environment, good planning, the use of various training methods, good communication skills, and trainee participation.
IV. Evaluate the training programme
This step will determine how effective and profitable your training programme has been. Methods for evaluation are pre-and-post- surveys of customer comments cards, the establishment of a cost/benefic analysis outlining your expenses and returns, and an increase in customer satisfaction and profits.
The reason for an evaluation system is simple. The evaluation of training programmes are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer.
There are several obvious benefits for evaluating a training programme.
The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training. Consider this information the next time you need to evaluate your training programme.
The need for training your employees has never been greater. As business and industry continues to grow, more jobs will become created and available. Customer demands, employee morale, employee productivity, and employee turnover as well as the current economic realities of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization. To be successful, all training must receive support from the top management as well as from the middle and supervisory levels of management . It is a team effort and must be implemented by all members of the organization to be fully successful.
Catherine Rey Sales & Marketing Manager
Catherine joined LHC as Sales & Marketing Manager in December 2015. Her role involves developing and implementing the LHC’s Sales & Marketing plan and promote the Executive Education career development programmes around the globe.
Prior to LHC, she worked in the International Education industry for over 5 years both in Mexico and Switzerland, where she moved with her family in 2013. She represented in Latin America prestigious wine and spirit brands within the Hospitality industry for over 10 years. She worked closely with International Hotels, government institutions and corporate executives and multinationals and had to support them in the international implementation of their educational projects.
She is a graduate in International Business from the University of Blaise-Pascal in Clermont-Ferrand France and spent her last year of study in the University of Oklahoma Price College of Business USA. She followed several wine and spirit training both in France and Mexico. She lived in 5 different countries and enjoy multicultural environments where relationships, new ideas, innovation and original concepts are valued. She appreciates being challenged and strongly believe in enhancing the customer experience to growing the business.
While not at work, she enjoys spending time with her daughter and husband and go for long walks by the lake. She is passionate about wine and like to organize tastings of wines from different regions and countries for her family and friends.