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What Do You Want To Learn?

Employee Input Can Improve Your Training Process
Last Modified Tuesday, December 24, 2013
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Does your staff have the skills they need to do their jobs effectively? How can they work more efficiently? Whether your training needs stem from new technologies, performance problems, new business approaches, or mandates like required annual training, who knows better about what needs to be learned than your organization’s own staff? Training participants prosper when involved in the plans for their education. We’ll share with you tips on how to most effectively involve your company’s staff in the development of a focused training plan that will ultimately mean greater benefits to your business – from increasing speed and reducing downtime to improving customer satisfaction.
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It may seem self-evident, but when it comes to training one of the most important steps is identifying what you and your staff needs to learn. Whether your training needs stem from new technologies, performance problems, new business approaches, or mandates like required annual training, who knows better about what needs to be learned than your organization’s staff?

Gain Commitment to Learning
Too often, businesses make the mistake of opting for little or no input from their staff about training. But, training participants prosper when involved in the plans for their education, while reluctance is more likely when an employee is just required to attend a training session.

To figure out exactly what your team or organization needs to know, start by asking the people who do the job well. Gather a group of your internal experts and have them help you complete a training analysis.

Correlate Training with Company Objectives
Ask questions that link what people learn to how the company performs. Focus on how to affect key variables that drive your organization’s performance, like increasing speed, reducing downtime, and improving customer satisfaction.

Does our staff have the skills they need to do their jobs effectively?
How can we work more efficiently?
Are we making any major changes in our business process?
What training will our employees need to continue being successful in their jobs?

Skill development is pivotal to organizational success. Analysis of your company's strategic plan should provide a linkage between long-term company success and staff skill attainment. Clearly outline what is required for success and emphatically support that with your training agenda. Consider including training as an overall organizational goal to further emphasize the importance to company growth.

Training Format
Should you utilize an E-Learning, off-site classroom training, or a mixture of these offerings? Does training need to be customized to your company’s specific needs? Solicit impressions from each member of your team to assess need, as well as preferred delivery method.

Prioritize Your Training Goals
Since you don’t have unlimited time and resources, prioritize your goals for staff training. What does your staff need to know? And what would it be nice to know?

Learners must be convinced that a direct connection exists between the training experience, acquiring new skills, and their career success. Either as a participant or provider, the rewards of the training experience are achieved by openness to learning and consistency with company objectives. Sitting in a classroom or taking a course doesn't work alone. Make sure that everyone in your organization realizes that when the class ends, the learning begins.

For more information and a list of training options to discuss with your team, visit CustomerSource > Training & Certification.

 

Please contact Microsoft Regional Service Center with any training-related questions.

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