An abundance of training can leave the HR department sitting on thrones of PDF printouts. A lack of organization, however, can leave your learning and development department feeling lost in a maze rather than kings of the castle. Who built this lesson? For whom? When did they make it? Is it still accurate? Who can update it? This lesson hasn’t been assigned for eight months, why do we still have it? When a department has an easily manageable organization system or employee training plan, training becomes second nature and every new employee your company welcomes aboard won’t miss a thing.
If you have a lot of training, now is the time to start categorizing it. With tags, you can quickly add topics like “onboarding,” “sales,” “customer service,” “general,” “fun,” or whatever you want to label them. Even placing similar onboarding lessons or topical lessons into a course can help improve the organizational structure of your training.
In addition to organizing lessons, it can be helpful to organize your employees into different groups so you can quickly and easily assign lessons and courses to your sales reps instead of everyone taking every department’s lessons.
Make a schedule
Whether lessons are for onboarding, ongoing, or compliance training, making a schedule for your lesson assignments is the first step toward learning automation for your company. With triggers, scheduled assignments, and our API, you can assign lessons based on when a person is added to your HRIS system and then assign subsequent lessons upon completion.
Having a copious amount of lessons is beneficial for growth and development of your employees, but offering all of it on the first day can be overwhelming. Leading your employees slowly through the onboarding process can be a much more manageable and beneficial process. Your employees won’t feel panicked and will likely retain more of the new information.
Ask for feedback
No one knows your training program quite like the people going through it. You might think you’ve finally constructed the perfect path for training your new employees, but if they aren’t having fun, enjoying their training, learning anything, or they feel like they’re missing something, your training can improve. It’s easy to overlook aspects of the day-to-day when it comes as second nature to you. It’s important to remember that your employees may not have the same knowledge or experience as you do yet.
Test, revise, retest
When evaluating your training and feedback, be sure to use data. Find what day your employees are completing their lessons and when the greatest scores happen. Diving into the data also ensures you find what lessons aren’t doing as well as you hoped. Evaluating these problems can lead you to solutions and improving your company learning overall.
When revising your lessons, it can be helpful to send out a few test assignments to different managers and ask what they think can be better.
Organizing your current training to an employee training plan can help your employees as well as other managers who are curious about the current training process. Laying out the journey in an easy-to-visualize way can also help you see gaps, drop-offs, and places to improve. Instead of starting over once shifting to an employee training plan, spend a few hours automating and making a clear visualization of your current training.
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