How to create a training program for employees
How to create an effective training program to empolyees with rapid change in technology and project management tools. Take an example of a bank.
- How the training program should be designed for non-technical employees.
- How to make sure that the training program is effective.
Training programs should be designed keeping "interest" and "fun" as core factor. Nobody likes to sit in a boardroom and watch PPT decks explaining diagrams. Some training programs I atteneded were pretty interesting, they had few things like
- Small groups and group tasks
- Goup shuffling
- Small project assigning people multiple roles etc
- Demos of the skills etc
Also, trainer plays a very important role here. A good trainer can create a lot of interest even in boring subjects.
Try internal or external consultants, MOOCs, etc
The Boyer Model of Education and Scholarship
OK – I may subscribe to the Boyer Model but with several specific personal variations which I will keep propriety and not disclose here. But, I will discuss my teaching pragmatism, below.
Boyer’s Model of scholarship and education is an academic model advocating expansion of the traditional definition of scholarship and research into four types of scholarship. It was introduced in 1990 by Ernest Boyer.
According to Boyer, traditional research, or the scholarship of discovery, had been the center of academic life and crucial to an institution’s advancement but it needed to be broadened and made more flexible to include not only the new social and environmental challenges beyond the campus but also the reality of contemporary life.
His vision was to change the research mission of universities by introducing the idea that scholarship needed to be redefined.
9 months ago
Training program for employees consist with needs assessment, setting of objectives, designing, implementation and evaluation to make employees do better job performances while working in company through effective and specific training which teaches and equips employees with knowledge and skills by which to be able to provide the company a results that they are aiming for what attitude they need while working in the company.
9 months ago
If you have a rapidly changing environment it could be better to create a pull system through some performance support system. Perhaps the training would be on methods to best use the performance support tools. Everyone assimilates technical material at different rates so a pull system saves the fast assimilators from boring class time.
To me, one of the most important parts of learning programs for employees is to create exercises or an environment which allow the employees to test out their ideas in a safe space. So, having them work through examples as a team or having people share experiences and let others critique it is very useful. then the teaching/learning moves from the trainer to the group