It's
certainly fair to say that in today's corporate world, staying on the
cutting edge of training and development is a must if you intend to
compete with other businesses in your industry. Many times with small
businesses, it isn't possible to maintain a training and development
department. Often, it is left up to the department supervisor or company
Human Resources director to create and facilitate training for your
business. Most of the work that goes into training and developing
your employees is gathering content (a.k.a. CONTENT RESEARCH). The
second largest task on the road to building a successful training
curriculum for a small company is organizing the research in a way that
makes it easy to convey the information to employees in a format that
makes it possible to later retain that information. In this article, we
will discover a simplified version of the process that the training
coordinators at those big companies are using.
There are 6 steps to think about when developing a training class; Needs Assessment, Analysis, Design Coursework, Develop Coursework, , Implement Course, Evaluate Course. Six steps may seem like a lot, but when you break down each step into its smaller components, most of the work can be delegated to other employees.
Creating a Training Class for Small Businesses Step One: Needs Assessment. This step is exactly what it implies, analyzing the need for the training you are about to develop. If you wish for your employees to be skilled in Excel, then your simple needs analysis is done! It's needed because you want it to happen. However, if you think that this software training is something that would make work faster at your company, but you aren't sure, more analysis is recommended. The easiest way to perform training needs analysis is to send out a simple survey to your employees asking them their level of experience with the program and in what ways knowledge of this program may expedite work for them. Additionally, a separate manager's survey might be considered during this step. Often times, a manager is more objective about what will help your work flow. If, at the end of the analysis stage you decide it necessary to develop training on this topic, move on to step two.
Creating a Training Class for Small Businesses Step Two: Analysis. Trainers at big corporations are always aware of a fundamental fact about successful training development: Each learner is at a different level of education both on a broad spectrum and potentially on this particular topic. It's always best to address training to the least educated learner in the class. For example, if you have ten employees and 3 of them are at an intermediate level with Excel, you will target your training at the other 7 to get them caught up before moving on to advanced use of Excel. There are a couple of ways to evaluate your learner's competency level. The most obvious is a test. Have one of the intermediate or advanced employees create a test that involves simple and intermediate uses of Excel. Alternatively, it may be more feasible to create a survey that asks questions about comfort levels with the use of Excel.
Another part of this stage is laying out the ground work for the class. The easiest way to analyze the training content itself is to recruit a SME (Subject Matter Expert). Have one of your advanced users create a loose outline of how to accomplish each task that will be taught during the class. For example, if part of the class is about how to find information on an Excel Spreadsheet, the SME's loose outline would say something about opening the file, selecting sort data, and sorting by a specific category. Remember, during this stage we are just analyzing the coursework. To do that we have to draft out the course work. Have your SME repeat this step for every "teaching point", the point that you want your employees to remember and learn. Once this step is complete, you should have a general outline of what the class will specifically teach the learners.
Creating a Training Class for Small Businesses Step Three: Design Coursework. To properly design training, it's best to first decide a stopping point. How much are you going to teach? The second step should be to outline the content. Using Excel as the example, it may be that you want all employees to learn up to an intermediate level. So you will here list all the tasks that an intermediate user should be able to complete. Again, if you know nothing about the training topic, use a SME for this portion of the process. Once you've outlined the content, it's time to complete the training plan. The training plan (see a sample training plan for small businesses) is all about making a list and timeline of what should be taught, how it should be taught, who should teach it, and in what order should the teaching points occur. Once you have collected the task list for the Intermediate Excel user, you can begin the plan. Answer these questions in your training plan: Will this class be taught in a classroom or online? Who will develop the coursework? Who will teach the class? When will the class happen? What are the teaching points? How will you know the information has been learned? What are the gaps between what you will teach and what the learner might run across in the real world? (You must plan to fill these gaps when developing the coursework.) What will the learning media be? (Handouts, slideshow presentation, overhead projectors.) What will learning tests consist of? (In class participation, written tests, oral quizzing, etc.)Lastly, in what order will the teaching points be discussed?
Creating a Training Class for Small Businesses Step Four: Develop Coursework.
Using all the information you've gathered so far, find your best SME to develop the coursework. The coursework developer should be allowed some creative room in order to work all concepts into the coursework. Carefully select your developer, as this person needs to be able to put technical information into classroom acceptable lecture format. Also, they should be good at writing, organizing information, and know about the topic being trained. With all information in hand, ask your SME developer to determine the best order for teaching points first. From there, they should outline how to complete each component of the task list step by step. Once this task has been completed, the developer should write a script for the class facilitator if that person is not competent in Excel, or the course being offered. Ideally, your developer will also be able to facilitate the class. This will save a lot of time in the development stage as the developer will only need to outline notes for themselves to teach the class.
Development doesn't stop at class content, however. Next the developer must include the testing that is outlined in the training plan. Also, this is the time to weave common themes in the coursework and all other information contained within the training plan, including how to fill the gap between the classroom and real life application of the new skill. The last part of developing coursework is to create handouts, job-aids for back at their work stations, written test materials, and create visual illustrations for use in the classroom or online.
Creating a Training Class for Small Businesses Step Five: Implement Course.
If you are teaching a large group of learners, it is best to conduct a pilot class. This will allow the developer and facilitator work out any "kinks" in the design and implementation of the class. This is also the perfect time for the project sponsor (you) to attend the class and ensure the level of content and desired training points are conveyed efficiently. Once the pilot has been completed and all materials and handouts have been revised, it's time to kickoff the course. If you are teaching a small group, skip the pilot and deliver the training.
Creating a Training Class for Small Businesses Step Six: Evaluate Course.
This is an integral part of a successful training course. As an ongoing activity, assess the retention of knowledge by you learners. Pop quizzes are not necessary, you should be able to evaluate success by your bottom line, improved employee behavior, or enhanced proven skillsets. If your learners cannot use the training provided to them or do not retain the information given to them, it may be necessary to adjust the coursework. However, more often than not, including job aids and excercises within the training environment will remedy most information retention challenges in your workforce.
For more information about any step above, see one of the following articles to be published in the next two weeks:
Creating a Training Class for Small Businesses Step One: Needs Assessment
Creating a Training Class for Small Businesses Step Two: Analysis
Creating a Training Class for Small Businesses Step Three: Design Coursework.
Creating a Training Class for Small Businesses Step Four: Develop Coursework.
Creating a Training Class for Small Businesses Step Five: Implement Course.
Creating a Training Class for Small Businesses Step Six: Evaluate Course.
There are 6 steps to think about when developing a training class; Needs Assessment, Analysis, Design Coursework, Develop Coursework, , Implement Course, Evaluate Course. Six steps may seem like a lot, but when you break down each step into its smaller components, most of the work can be delegated to other employees.
Creating a Training Class for Small Businesses Step One: Needs Assessment. This step is exactly what it implies, analyzing the need for the training you are about to develop. If you wish for your employees to be skilled in Excel, then your simple needs analysis is done! It's needed because you want it to happen. However, if you think that this software training is something that would make work faster at your company, but you aren't sure, more analysis is recommended. The easiest way to perform training needs analysis is to send out a simple survey to your employees asking them their level of experience with the program and in what ways knowledge of this program may expedite work for them. Additionally, a separate manager's survey might be considered during this step. Often times, a manager is more objective about what will help your work flow. If, at the end of the analysis stage you decide it necessary to develop training on this topic, move on to step two.
Creating a Training Class for Small Businesses Step Two: Analysis. Trainers at big corporations are always aware of a fundamental fact about successful training development: Each learner is at a different level of education both on a broad spectrum and potentially on this particular topic. It's always best to address training to the least educated learner in the class. For example, if you have ten employees and 3 of them are at an intermediate level with Excel, you will target your training at the other 7 to get them caught up before moving on to advanced use of Excel. There are a couple of ways to evaluate your learner's competency level. The most obvious is a test. Have one of the intermediate or advanced employees create a test that involves simple and intermediate uses of Excel. Alternatively, it may be more feasible to create a survey that asks questions about comfort levels with the use of Excel.
Another part of this stage is laying out the ground work for the class. The easiest way to analyze the training content itself is to recruit a SME (Subject Matter Expert). Have one of your advanced users create a loose outline of how to accomplish each task that will be taught during the class. For example, if part of the class is about how to find information on an Excel Spreadsheet, the SME's loose outline would say something about opening the file, selecting sort data, and sorting by a specific category. Remember, during this stage we are just analyzing the coursework. To do that we have to draft out the course work. Have your SME repeat this step for every "teaching point", the point that you want your employees to remember and learn. Once this step is complete, you should have a general outline of what the class will specifically teach the learners.
Creating a Training Class for Small Businesses Step Three: Design Coursework. To properly design training, it's best to first decide a stopping point. How much are you going to teach? The second step should be to outline the content. Using Excel as the example, it may be that you want all employees to learn up to an intermediate level. So you will here list all the tasks that an intermediate user should be able to complete. Again, if you know nothing about the training topic, use a SME for this portion of the process. Once you've outlined the content, it's time to complete the training plan. The training plan (see a sample training plan for small businesses) is all about making a list and timeline of what should be taught, how it should be taught, who should teach it, and in what order should the teaching points occur. Once you have collected the task list for the Intermediate Excel user, you can begin the plan. Answer these questions in your training plan: Will this class be taught in a classroom or online? Who will develop the coursework? Who will teach the class? When will the class happen? What are the teaching points? How will you know the information has been learned? What are the gaps between what you will teach and what the learner might run across in the real world? (You must plan to fill these gaps when developing the coursework.) What will the learning media be? (Handouts, slideshow presentation, overhead projectors.) What will learning tests consist of? (In class participation, written tests, oral quizzing, etc.)Lastly, in what order will the teaching points be discussed?
Creating a Training Class for Small Businesses Step Four: Develop Coursework.
Using all the information you've gathered so far, find your best SME to develop the coursework. The coursework developer should be allowed some creative room in order to work all concepts into the coursework. Carefully select your developer, as this person needs to be able to put technical information into classroom acceptable lecture format. Also, they should be good at writing, organizing information, and know about the topic being trained. With all information in hand, ask your SME developer to determine the best order for teaching points first. From there, they should outline how to complete each component of the task list step by step. Once this task has been completed, the developer should write a script for the class facilitator if that person is not competent in Excel, or the course being offered. Ideally, your developer will also be able to facilitate the class. This will save a lot of time in the development stage as the developer will only need to outline notes for themselves to teach the class.
Development doesn't stop at class content, however. Next the developer must include the testing that is outlined in the training plan. Also, this is the time to weave common themes in the coursework and all other information contained within the training plan, including how to fill the gap between the classroom and real life application of the new skill. The last part of developing coursework is to create handouts, job-aids for back at their work stations, written test materials, and create visual illustrations for use in the classroom or online.
Creating a Training Class for Small Businesses Step Five: Implement Course.
If you are teaching a large group of learners, it is best to conduct a pilot class. This will allow the developer and facilitator work out any "kinks" in the design and implementation of the class. This is also the perfect time for the project sponsor (you) to attend the class and ensure the level of content and desired training points are conveyed efficiently. Once the pilot has been completed and all materials and handouts have been revised, it's time to kickoff the course. If you are teaching a small group, skip the pilot and deliver the training.
Creating a Training Class for Small Businesses Step Six: Evaluate Course.
This is an integral part of a successful training course. As an ongoing activity, assess the retention of knowledge by you learners. Pop quizzes are not necessary, you should be able to evaluate success by your bottom line, improved employee behavior, or enhanced proven skillsets. If your learners cannot use the training provided to them or do not retain the information given to them, it may be necessary to adjust the coursework. However, more often than not, including job aids and excercises within the training environment will remedy most information retention challenges in your workforce.
For more information about any step above, see one of the following articles to be published in the next two weeks:
Creating a Training Class for Small Businesses Step One: Needs Assessment
Creating a Training Class for Small Businesses Step Two: Analysis
Creating a Training Class for Small Businesses Step Three: Design Coursework.
Creating a Training Class for Small Businesses Step Four: Develop Coursework.
Creating a Training Class for Small Businesses Step Five: Implement Course.
Creating a Training Class for Small Businesses Step Six: Evaluate Course.
No comments:
Post a Comment