When a company performs a quality training follow-up process, that is when they will realize whether the employee mastered the skills being taught.
Here are nine tips and guidelines that a trainer needs to examine while training transferrable skill in a classroom.
1. Trainer – Supervisor Connection
Create a good connection with the supervisor in charge of your trainee to ensure that the workers who attend the training session have chances to apply the new skills. For instance, if employees attend training with the main goal of running an effective meeting, then each individual must plan and play a part on how to run a meeting during the training. Frequent practice makes perfect; therefore, trainees deserve the opportunity to practice their learned skills quickly during the training session.
2. Trainee Involvement
The persons in charge of training employees and supervisor are expected to master the learning curve. Clearly, learning is a continuous cycle which has to be exercised frequently. If the trainee stays out of service for quite a while, then he or she might not be able to perform the new skill adequately. Learning is involved and every attempt to practice the trained skills is highly rewarding.
3. Training Objectives
In the classroom session, just before they leave for workshop practice, insist on the objectives of the training. Emphasize the merits of having the training session. Enable the employee to participate in establishing the goals. The system helps create accountability for follow-up and learning. Employee training attitude will shift to positive and hence, no more struggle because the learners already understand the significance of the program.
4. Necessary Additional Training
The trainee should work with his/her supervisor to plan additional needed training or coaching based on applying the learned skill on the real task. Both the trainer and supervisor should have two-way feedback, formally or informally, can help the individual assess progress and needed assistance.
A test is a way of solving a given puzzle. Testing of trainees during the process is the most crucial part of the training program. Testing should be formative and done after each objective of the trained has been taught.
6. Training Materials
The individuals attending the training program needs to make use of all of the training materials to reinforce their learning. As a trainer, you need to facilitate access. A trend in organizations and training that is exciting is that people attending employee training sessions are receiving books in addition to training materials. A good example is a health care center; tapes from a national conference were viewed during work time by all members of the organization. An old-fashioned popcorn machine provided a positive incentive for people to feel good about attending the employee training sessions.
7. Role Play
One of the most effective methods for reinforcing learning is to establish a ‘role play’ method of training within a workshop. Every person who attends employee training has to act as the training objectives states, sharing ideas through ‘role play’ training method and learning techniques, upon their return. This is the best way to make sure that every trainee spends time understanding and practicing with available material. One of the best measures of learning is the ability to teach others.
8. Training the Supervisor
Supervising staff should also be offered a follow-up lesson. Training staff can provide these as part of the training materials and can co-facilitate until the supervisor is comfortable doing employee training. The goal is to encourage supervisors and coworkers to train each other.
9. Support after Training
A follow-up of the trained individual is encouraged to form a small informal support group where they can encourage one another. Assigning a training partner at the session is also useful for fully engaging a particular skill or type of behavior
Contact Flexicrew and we will expertly guide your organization towards optimal performance through employee training