Important Training Software from Lessonly
Lessonly is the powerfully simple, trackable training software teams use to learn and practice like never before.
The Leading Online Training Software
With Lessonly, companies and managers quickly transform knowledge into shareable lessons and resources, engage employees through interactive feedback loops, accelerate rep and team performance, and measure the impact of better learning across their organizations.
The Importance of Training
What is the importance of training in the workplace? Better training leads to better processes and more efficient work.
In today’s ever-changing marketplace, the importance of job training has never been greater. Workforce training is an indispensable way to keep your organization competitive. Employees are human, most will have weaknesses or gaps in their professional skills. Further, most professional people are specialists of one kind or another. Much of what goes on in your organization is likely to fall outside of the training each individual worker already has.
Having a high quality and comprehensive employee training development program enables you to strengthen the skills your workforce does possess as well as to build up knowledge where it is lacking. An employee training development program will bring all of your staff up to a higher standard of competency so that your entire team can share a common set of knowledge and skills. Such a program will repair any weak links that may exist in your organization and cause the workload to be more evenly spread among your workers.
It might be difficult to overstate the importance of ppt in your current training program, and employee development articles in educating your workforce. The importance of training ppt documents stems from their ability to be easily shared, incorporated into larger educational packages, and their tendency to convey critical lessons clearly and succinctly. But many firms make the mistake of simply mandating that their employees review such-and-such article, or attend so-and-so presentation rather than to incorporate these elements into a comprehensive training program. Unfortunately, organizations that make this mistake likely do not recognize the importance of employee training to an organization.
By providing ongoing workforce training, you will enable one employee to pick up where another left off, keeping them all on the same page without having to provide constant help and supervision.
The importance of employee training to an organization must never be underestimated. And ongoing training can be thought of as the best insurance policy against all sorts of the inevitable changes and the unforeseeable needs that will arise in your organization from time to time.
Reasons for Training:
- New technology
- Cost control
- Role & career flexibility
- New appraisal techniques
- Skill & labor shortage
- Globalization & speed of change
- Product & service quality
The benefits of training in an ongoing basis also includes the maintenance of team cohesion, the creation of a common mindset and a shared vocabulary. As with learning, in general, the benefits of training your team are a challenge to enumerate. There are, however, several clear benefits.
Ongoing training will:
- Enable your team to respond to technological changes which can affect their job requirements.
- Help workers respond to the changes that come from organizational restructuring.
- Give them the ability to adapt to changes resulting from increased diversity in the workforce.
- Work to facilitate career development.
- Help to meet your employee’s need for continued growth
Training and Development
It is important to understand the difference between training and development. These are two of the most critical areas of Human resource management. They are concerned with the ways your workforce self-organizes- indeed whether or not it can. Training and Development are the primary ways through which the performance of groups and individuals are improved within an organization.
The Goals of Training & Development
- Improve efficiency
- Improve team morale
- Improve human relations
- Reduce supervisory needs
- Improve organizational flexibility and viability
The Training & Development Process
- Determine your company’s T&D needs
- Decide what are your desired results.
- Set out clear Training objectives
- List clear summaries of your objectives.
- Choose optimal T&D methods
- Know your training options and select the right ones.
- Implement programs
- Set up and execute your training programs.
- Evaluate programs
- Have adequate evaluation methods in place and execute them.
It is important to understand what is involved in the implementation of any employee training and development program. Understand that workforce T&D means change. Be sure that your organization is ready for the improvements that your workforce will want to execute after their training is complete. They must have the authority and resources to use their new skills. Qualified trainers must be available to perform the required training. And these trainers need to understand what your company’s objectives are.
Training and development ppt in hrm should be checked off your list of training materials to have on hand early. Other Powerpoint resources and reference materials that you Human Resources Dept. should have on hand include;
- learning and development ppt
- the difference between training and development ppt
- employee training and development articles
- Powerpoint presentation on training and development
The main purpose of training is to produce a positive change in the functioning of an organization. As applied to the individual, is amounts to an upgrade to that person’s knowledge or skills. As it applies to a team, training incorporates organizational and communication elements that can multiply your team’s productivity dramatically.
The Difference Between Training and Development
Sometimes known as ‘learning & development,’ the main difference between training and development is that training is generally focused on the acquisition of new skills, while development is concerned with the improvement or extension of existing skills. So we rarely think about development alone since, without training, there aren’t any skills to develop.
Benefits of Training and Development
Now that we know what Training and Development are, it’s time to discuss the real reason we are so interested in it- the benefits of training and development for employees. Often, it’s easy to overlook the benefits of training and development in an organization. Many companies don’t track their training so they don’t see the benefits of training programs, but those that do can see clear benefits of training and development in the workplace.
Why should your organization implement it, and how long can you afford to put it off? The benefits of training in an organisation can be as broad and profound as the imaginations of those who receive the training.
The Primary Benefits of T&D
Addressing Weaknesses: With proper training and development, weaknesses can turn into strengths and your employees can exceed initial expectations.
Improving Performance: Once weaknesses are turned into strengths, your employees can improve their performance. They’ll know the in’s and out’s of their role and your company to the point where they can come up with strategy ideas.
Fostering Growth: The bottom line of any business is financial growth. If one could do it alone, there would be no need for a workforce. And every workforce must be trained. The better the training, the better your company’s growth. Your most valuable employees are ambitious and have room to grow. By giving them the training they need to maximize their skills, they will be able to fill out those hard to reach goals that only the most talented and dedicated employees can.
Enhancing Satisfaction: Workers who have the skills and confidence to do their jobs well are rewarded with a sense of satisfaction that employees at corporations with poor training programs tend to lack.
Reducing Turnover: Employee turnaround costs you time and money. By training your staff proactively, you can improve their confidence and their abilities. Fewer mistakes will be made, so fewer people will have to be fired as a result of accidents. Frustration levels will be lower. And you will develop a team of experts that you and your team can be proud of.
- Productivity is increased
- Employee confidence is built, developing key performers, team organization & morale.
- Employees are kept current on developing information, further contributing to improved customer service.
- Employees are updated on new, enhanced skills and advanced methods. They will use what they learn to further your business goals and objectives.
- Companies can receive a fresh professional perspective.
- Job satisfaction, employee motivation, and morale are increased, reducing employee turnover.
- Processes gain efficiency
The Objectives of Training
Every business should strive for higher productivity, quality improvement, the reduction of learning time, industrial safety, the reduction of turnover, and strive to establish and maintain an effective management team. These are the objectives of training and development in an organization. There are a myriad of ways companies can do this and, no matter what it is you’re doing, chances are T&D are a part of it.
Consider just a few of the common objectives of T&D, (notice the overlap with the advantages).
To impart job-related knowledge to your staff
Whether it’s on the job entry-level training or training aimed at adapting to changing economic, political, and technological climates- the purpose of workforce training is to enable your employees to better do their jobs.
To impart skill knowledge systematically
The organization of training events is generally done in a group setting, using teams, groups or communications technology to reach the largest amount of employees simultaneously- and to do it in a way that is educationally sound.
To bring about change in the attitudes of the workers towards fellow workers, supervisor and the organization.
When sensitivity training is at issue, or employees must be made aware of new policies, rules or applicable laws- often the culture of your workplace has to change to adapt.
To improve the productivity of the workers and the organization
A central concern for any organization, whether or not it is for profit, is productivity. It is the rare situation indeed where efficiency is not desirable, and where more efficiency is not even more desirable.
To improve safety standards
No one wants to work in an unsafe environment. Improving safety in the workplace can improve productivity and prevent all variety of losses, human, and capital.
To enhance equipment handling practices
By instilling the correct methods for the use of workplace equipment, training can reduce injuries, lessen damage and improve efficiency.
To prepare workers for advancement
This is the primary means by which employers can build a highly competent veteran workforce.
Using the process known as smart objectives training firms can help to ensure their programs have the best chance of fulfilling all of these objectives. Our objectives of training and development of employees should be:
Types of Training
There are probably as many possible kinds of training as there are subjects to learn and people to teach. There are, however, no fewer than eight widely recognized types of on the job training.
- Skills training: focuses on job-related knowledge
used for – new hires & correcting performance defects
- Retraining: for the maintenance and updating of worker knowledge
used for – technological innovation & intra-organizational changes
- Cross-functional training: to generate skill-redundancy in the workforce so that employees can perform in a wider variety of capacities.
used for – flexibility in scheduling & enhanced coordination
- Team training: for self-directed teams to develop; management skills, coordination skills, and cross-functionality
- Creativity training: uses innovative teaching and learning methods in order to enhance workforce ability to generate new and innovative ideas and to discover novel approaches
- Literacy training: used to improve the basic skills of a workforce in reading, writing, mathematics, and effectiveness habits such as punctuality, cooperation, and responsibility
- Diversity training: utilizes advanced sociological findings to instill awareness, respect, and acceptance of persons of a different gender, race, religion, background, etc.
- Customer service training: to improve customer relations, communication, response time, and response quality in order to enhance customer satisfaction
Depending on the needs and resources of your organization, you will need to choose the venue for your training. They may be web-based, in the classroom or on-hand. Your choice will depend on the following factors.
- Your training objectives
- The time available
- Cost of training
- The level of the participant’s understanding
- The size of your group
- The available facilities
Types of training ppt are available from many different sources and can be a handy reference guide when designing a training program. But is important to be as flexible and open-minded as possible when designing your programs in a way that best suits the training needs of your unique workforce.
Employee Development Ideas
There are a number of widely recognized and good employee training and development ideas. But the best employee development ideas for your company will depend on the nature of your organization, the character of your staff, the resources you have available, the limits of your creativity and the power of your imagination.
Well-designed training programs maximize learning before, during and after instruction.
An effective program includes orientation, classroom instruction, and on-the-job training.
Online instruction is an increasingly sensible option that enables your employees to learn at a customized pace with unlimited access to the learning material.
This training style allows individual employees to control their own learning, accommodating different learning styles and encouraging personal ownership of the learning process.
This approach enables many employers and employees to develop a personal development plan or learning contract. It is signed by both parties, and should clearly outline the learning goals at the outset.
Cross-training & Job Rotation
Job rotation moves employees through different positions. The rotation can last hours, months or however long is needed to develop competence. Cross-training is a variety of job rotation where an employee learns the skills of a different position without necessarily holding responsibility for the position being learned.
These approaches can prepare workers for promotion, rejuvenate teams, and enhance communication.
In lateral moves, an employee is moved to a different position with similar duties and pay. It can offer new challenges and encourage the development of new skills for an employee who may not want to take on increased responsibility.
This method improves communication and flexibility between departments and, in smaller companies with fewer advancement opportunities, can often help retain valued staff members who might leave otherwise.
Job aids include checklists, flow charts wallet cards, tip sheets, pictures posters, code lists, and diagrams- any item that offers instant reminders or help. They can reduce the amount of memorization required of employees by providing easy access to important facts.
The best job aids are concise, simple and effectively utilize graphics for easy interpretation.
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