Implementing training in an organization is not an easy task. It requires careful planning and meticulous execution. However, things become easy if you take the right steps and have a proper plan. Here is an infographic on the questions you need to focus on while planning an organization-wide training.
Information has a way of implanting itself firmly and permanently in our brains, when we can relate to it. Educational institutions use day-to-day problems to teach very effectively. It’s called problem-based learning (PBL). Originally adopted to make medical school programs more interesting, it has since been used in everything from K-12 programs to corporate training. Let’s concern ourselves with the latter. In a corporate setting, an open-ended problem is presented to the learners, who, with the help of a variety of resources and under the guidance of a facilitator, must come up with a plausible solution to the problem.
Virtual reality and augmented reality are two popular buzzwords in the e-learning world. I’m sure you might have heard and even looked them up in the Internet. Let me give you a few more insights on these technologies, and how they will impact e-learning in the future.
Blending classroom and online training formats is inarguably the best way to train your people – you can make the training highly flexible, while retaining the much-needed human touch.
How can you formulate an effective blend of learning methodologies to train your people? What does it take to ensure your hybrid learning initiative is a big hit? Well, focus on the following five important aspects.
What is the reaction of an employee who is taking a typical online compliance training course? A bored look, repeated yawns, and clicking the ‘Next’ button to get through the course as soon as possible. Unfortunately, there is no escaping compliance training as it is a mandatory part of corporate training.
Highly qualified and experienced professionals are often asked to conduct classroom training sessions to transfer the special skills and knowledge they possess to their employees. However, not all of these highly qualified and experienced professionals are qualified to conduct engaging and result-oriented training sessions for adults. For an experienced professional to become a sought-after and much-admired trainer, he needs expert guidance, and ‘Train the Trainer’ courses are becoming increasingly popular to cater to the needs of these professionals.
In this beginner’s series, we’ve discussed what training needs analysis is, its benefits, levels, and the steps to conduct Training Needs Analysis. When you consider any training program for your organization, the first step you need to take is Training Needs Analysis. So far we’ve understood that Training Needs Analysis helps identify performance needs, which can be addressed by training to meet organizational goals. Ultimately, this results in improving the productivity, profits, and service quality of an organization.
Six Steps to Conduct Training Needs Analysis
Are you finding it difficult to sustain the competency of your workforce? Training Needs Analysis helps you identify the performance gaps and determine which training can successfully address those deficits. According to the research of UniversitiTeknologi, Malaysia, training theorists say TNA must precede any type of training intervention. This ensures return on your training investment, minimizes the errors that may follow in training programs and keep up the training effectiveness. In this beginner series on Training Needs Analysis, we’ve dealt with what training needs analysis is, its benefits and levels. In the fourth blog of this series, let’s check the Six Steps for conducting a Training Needs Analysis.
An in-depth Training Needs Analysis (TNA) examines training needs on three levels, i.e. organizational, tasks, and individual. This analysis provides a way to design training programs that benefit both organizations and employees. I discussed the benefits of Training Needs Analysis in the earlier blog of this beginner’s Series: Six Sizzling Benefits of Training Needs Analysis – Part 2. Now, let’s come to three levels in Training Needs Analysis. They are inter-linked and ensure a balanced analysis that takes care of the big picture as well as the specific training needs of individual employees. So let’s check them in detail.
Much has been written about blended learning in recent years. The term itself is self-explanatory i.e., it’s a blend of two or more training methods. To be more precise, it’s a learning technique where a learner learns at least in part through delivery of content and instruction via digital and online media with some element of control over time, place, path, or pace.