How it’s Done? In-house Training : Best Practices
Do Organizations Need training
- The answer is “YES”
- However, we must know the purpose and functions of training before we can use it.
Here is the in-house training cycle:
Understanding Requirements
Meeting the HR Team and knowing the requirements is the favorite part of what we do because the in-house training cycle kicks-off from here. Here the training objectives are discussed and input is recorded from the perspective of management.
This meeting enables us to understand the root cause of training need and corporate culture associated with it.
The GAP Concept / Meeting the RIGHT person
Once the initial requirements and information is collected then the stage it set to meet the Functional Manager in order to get technical details and objective for the training. Another purpose of this meeting is to narrow down the key areas to be center of attention and the manager wants to develop his/ her team in the training course.
We need to develop programs to fill the gaps.
Pre Training Assessment
Pre-assessments is the key driver for course success and in getting results from the training program. Pre-assessment is normally based on the initial meetings with the HR team after which we create the assessments to be filled by the participants before the training starts.
Post Training Assessment
Participants will be given a post training assessment to measure their level of knowledge after the training. In few courses we also gives refresher course after a considerable time to refresh the key topics/ gaps.
Evaluating the Training
Three Levels of Evaluation
- Immediate Feedback: Survey or interview directly after training
- Post-Training Test: Trainee applying learned tasks in workplace?
- Post-Training Appraisals: Conducted by immediate supervisors of trainees
