Following on from my previous blog post "Training Needs Analysis: How to Identify the Right Type of Training", which was extremely popular, today I will look at the training tools that suit your organisation’s needs best.
Organisations can choose from a range of training and development methods to help meet the skills and knowledge gaps identified in their Training Needs Analysis (TNA).
Some of the most commonly used training methods include:
- Seminars
- Workshops
- Distance learning
- E-learning
- Evening classes
- Coaching
The type of training you choose will be determined by the answers you gave to the logistical questions in the previous post.
For example, if you want to train a large number of employees in as short a time as possible, you may choose a seminar or workshop-type training session, which allows you to disseminate a lot of information to a large group of people in one go.
Role-playing in a workshop context can teach your employees specific ways to behave and how to react to specific situations unique to your organisation. Similarly, workshops can be done in-house and can be designed to give employees the chance to practice solving problems specific to your business. Workshops can, however, be time-consuming and may not be appropriate if you have many shy or introverted employees who will not be inclined to speak up in this kind of situation.
Distance and e-learning also allow you to reach a large and diverse group of people. Using the web and having a flexible structure can make it less disruptive to a normal working day, but you may need to consider using more generic material that isn’t completely customised for your organisation.
Evening classes can be generic or tailored specifically for your business. While they generally do not intrude on company time, they do mean employees have to put extra time in. This can sometime create resentment and unhappiness among your staff so make sure you have evaluated the pros and cons carefully before you decide to implement this kind of programme.
Coaching can be one of the best options if you’re seeking very specific interventions that are aligned with your business goals and needs. The coaching process allows employees to talk through problems and tasks with a designated coach – someone either already in that job or with previous experience in the job – which helps them to develop practical, workable solutions to the challenges they’re facing. Although it can be cost-effective, it is sometimes also a time-consuming process that may involve employee effort over and above the normal working day.
Your choice of in-house or third party trainers and consultants often depends on how deep your coffers go. External training courses can bring a fabulous injection of new ideas into the business but tend to be more expensive than programmes that are developed in-house. Not only does the trainer cost money, but this may also mean sending your employees out of the office for an extended period of time.
As you can see, there are a multitude of options, all with pros and cons. We strongly recommend that you do your homework before diving into the training your TNA has determined is the way forward. Knowing your options – and the answers to some crucial ‘business needs and realities’ questions – can help you decide which training methods are best suited to your company. This will ensure your development efforts are effective and a good investment of your organisation’s time and money.
Click here to find out more about Training Needs Analysis Questionnaires.
