The platform is itself so intrigue. It develops a sense of curiosity when you see it written on your workplace or hear it in a discussion. Thousands of thoughts might start to flow in your head. May be a hired trainer is about to provide a lecture to a packed conference room? Is it a series of online modules that new hires have to complete in their initial days on the job?.
A formal certification process provided by a certified institute? Or wait, it seems to have a wider approach than that. Learning, growth and skill development not just comes from the top down, but from knowledge shared between employees. But how can all this be captured, measured and improved for our people? Here, what we call as Corporate Training, comes to our rescue. Corporate Training or corporate education is another advanced form of education at the professional level where a system of activities together will perform in order to educate the employee, not at home, but at the workplace of the employee.
It is helpful for the employers as well to develop certain skills for the desired role and on the other hand, employees also get a great chance to develop certain skills professionally and personally without giving extra time to any other certification course which they might enroll in. Now, corporate training is a huge responsibility for training the workforce which is usually taken under command by Development or Talent teams in larger corporations and Human Resources in smaller companies.
They are required to identify topics and needs of the training programs and make them available for employees in a segregated manner for each employee or a team handling the same department. They have a responsibility to build the strategy and roadmaps of employee experiences and journeys and notice every employee riding on that road and develop a report for the same.
Workplace Learning by Many Corporates
A better and a developed workplace learning is more in demand than ever. According to a survey, 93% of employees stated that they would commit to staying at a company for a longer association if the company displays no problems in investing in their development. 90% of top management are in support of the above fact and also believe that investing in their employees’ career development is a positive requirement for the growth of the company and has been taken seriously into consideration.
We come to a point of settlement or a deal then. Both the employees and employers are now able to visualize the importance in the career development of their workforce which is the backbone of any organization.
What comes next? Implementation of a standardized training programs for all your employees will present information in front surely but still that does not guarantee a transfer of knowledge and employee engagement that will translate into growth for the company and the employee.
More focus on the fact that your employees have varied roles, experience, knowledge, & abilities. Hence, designing a training program to be specific to each one of them in the workforce will improve learning efficiency and increase the return on the investments. Well-structured Learning & Development programs build the required knowledge and skills that will have an impact on an individual employee’s performance and an increased job satisfaction will be an outcome, which often results in higher employee retention.
How does a good Corporate training program look like?
Every person has an idea which makes it worthy for a good training program. Below, is the list of standard and common ideas that should be present in every module.
Relevancy – The experience and information offered to the workforce must be relevant, timely and should focus on their day to day activities. It should be easy to digest so they absorb quickly and start to implement. It also needs to be directed to identify who needs to be trained and what topics and skills they should to be focused on. This part mainly depends upon the company and the types of services they provide based on which the talent acquisition team prepare to develop a training platform for their workforce.
Alignment – Anything you train your employees on must be aligned with your organizational goals. Instead of asking your employees what training they want or need, the concerned department must focus on what are the business outcomes and then identify the skills needed to achieve those outcomes. It makes it easier to decide collectively the specific skill sets needed by your workforce and the learning experiences required to create.
Manager Input – Manager involvement is an important factor hand has seen proven increment in employee engagement in the training module. A survey conducted by LinkedIn, noted that 56% of employees spend more time on their training if their manager directed, or recommended, them to a specific program that they believe will improve their skills and create an impact on the team.
Creativity – This is something that is not included in the training module but is a factor that his helping the workplace learning evolve to a place where adding fun, bite-sized and relevant activities is becoming popular to increase employee engagement. Moving away from traditional training style can be helpful to produce higher participation.
Duration – Okay, lets face it. No one, has a complete day to give to the corporate training even if it is super exciting, beneficial or whatever. When do you think you are going to implement whatever you might have absorbed during the session. So, the module is required to be structured in such a way that all the important and meaningful skills and trainings are sent to the employee in the time frame that is the most suitable to everyone in the firm.
How to deliver Corporate Training
Face-to-face training Traditional
Possibly the most commonly used method, the bookish one, which is a copy of the teaching method used in institutions. A trainer will be teaching multiple employees providing a classroom experience, with a power point presentation as a visual aid.
It is traditional but has some of its perks -Employees have a chance to ask trainers questions that may otherwise remain unanswered in other modes. More importantly, it allows for relationship building between the employee and the trainer and among the employees as well.
However, it does not allow scalability, and is quite costly. It may get difficult as more and more employees start to join –limiting the personal interaction. From the trainers eyes, it gets difficult to manage the needs and speeds of each participant as they have different learning pace.
This is a new recipe which incorporates group and interactive activities. This involves group discussions, role playing, case study reviews, demonstrations and games.
It encourages transfer of knowledge allowing participants to learn and share information from each other and helps keep the spirit high. However, some people who are not outgoing may get lost in the shuffle. So it is recommended to consider all types of personas.
On the job training
Now, this is a complete practical pool. Hands on experience of the respective roles can be taken benefit of. 52% adults believe this is the best way to learn, ie., through on field learning as some employees dislike hours of training lectures and theory.
However, others prefer to understand the concept first before getting into the field. It is recommended to evaluate which employee would benefit from which method.
This tool is now stepping into every companies doorstep with each passing day as it is turning out to be more accurate and efficient as far as the costs are concerned.
One more highly desire feature is that it can be edited to great heights. Which means, one can add or remove various tools and features according to the employee and provide the best platform for them to absorb skills. You can even take GDs and submit your feedbacks and grievances in order for future development.
Corporate Training: A new approach
Corporate Training is now noticeably gaining popularity among companies and are proving to be beneficial for the employees who have just started their career or are in the middle phase of their careers.
As per the firm’s point of view, corporate training can be seen as their duty towards the employees because no matter how experienced or skilled or qualified you are, every firm follows different rules and cultures and needs to be delivered to their workforce through a medium. This will bring the teams together and enhance productivity and relations.
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