Creating in-house training solutions is a great idea. It enables you to directly communicate to workers what standards you’re setting and build a more proactive and unified workplace culture.
However, things aren’t necessarily straightforward here. If you lead a business, then you have important obligations to fulfil. It has often been the case that not all forms of workplace training are as effective as they should be and that real change is needed. Developing training for your own business requires your total commitment.
There are many things you need to consider here to make a success of creating in-house training solutions. Keep reading to discover what they are.
Which partners are worthwhile
There’s a misconception that doing something ‘in-house’ means also doing it alone. However, the two terms aren’t interchangeable, and you can still outsource some of your needs.
When developing in-house training, there are many moving pieces to manage. There’s the development of meaningful e-learning content and then organising everything in terms of production logistics too.
If you’re struggling to pair e-learning content with production qualities, collaborate closely with a company like WahooLearning. They are reliable working partners when creating training solutions and can improve on courses you’ve already created. WahooLearning will also fill in information gaps and improve your staff’s engagement, focus, and knowledge retention.
Training should never be a stressful or disruptive occurrence. Instead, it should comfortably mark the organic progression of your company’s growth. Strike out for that tone early by enjoying a robust collaborative relationship, and your in-house training solutions will speed things up instead of slowing everything down.
Who needs the training
Training can be something of a broad and vague term. It can be a highly useful thing to integrate into a business, but not everybody needs it all the time.
Timing is crucial with training. When brought in at the right moment, it can help workers flourish and send productivity flourishing. However, at other times, it can be a highly inappropriate and nigh-on redundant activity. If you’re creating in-house training solutions, you need to understand this thoroughly so that it fits into your overarching business plan.
Try to gain a better understanding of workers’ rights when it comes to training on the job. For example, staff can only ask for time to train if they’re eligible, which usually means working for a business for 26 weeks that employ at least 250 people.
Are some workers less able at their job than others? Moreover, does it seem like entire departments are not meeting their potential? The creation of in-house training solutions should perhaps address your firms most pressing shortcomings first. Launch an internal review before anything is made, and use your research to tailor your training solutions with greater precision.
How accessible the training is
These days, not all training needs to be done over a computer that is fixed to a desk. Instead, many training solutions can now be integrated into mobile apps as well.
If you integrate your training this way, you’re providing more than just a single training course. Instead, you’re offering a hub of learning that is exclusive to your business and its workers. From here, a sense of community can develop, as well as mutual encouragement and investment.
Therefore, the provision of training can just be the starting point in developing a more unified company culture. Everyone has everything they need with the swipe of the screen, and it creates a more vital employee between the worker and the learning resources they access. It can make training seem more accessible, which of course, it should be.
The results of the training
Some businesses create training solutions to fill tick boxes on a form. However, real tangible results need to follow from each measure you implement.
After the creation and completion of your in-house training solutions, you should monitor how employees are doing. Do this by:
- Test your workers – Some training software can offer multiple-choice questions. See whether your workers have mindlessly spammed their click buttons through it and test their knowledge.
- Read the room – What are your worker’s attitudes to training before and after? Are they enthusiastic or dismissive? Even if you have developed quality solutions, your hard work may all go to waste if workers aren’t receptive to the resources you offer.
- Acquire feedback – If you have any uncertainties, ask for feedback on how your training offerings could be improved. Were certain topics overlooked? Do employees feel as if they have been upskilled? Conduct a wide internal survey for consensus and be open to making changes.
- Monitor subsequent performance – If workers are more efficient in their roles, the training has likely paid off.
Training should only be implemented if it has a real function within the running of your business. You should be able to see processes running smoother and workers growing in confidence and ambition. If these crucial elements are missing, you can be sure that something is awry.