7 / February / 2019

Looking for growth? Start with this personalised employee training and development strategy...

Business

Posted 7 February 2019


Article by Jessica Redfern, SRJ Walker Wayland

"The real competitive advantage in any business is one word only, which is 'people'." - Kamil Toume, Writer and Thought Leader. 

It's not secret that a business is built by your people, but have you genuinely considered investing in their growth? 

The implementation of a personalised employee training and development strategy could be what you're looking for. 

Indeed, growing your people could prove to be the lift your business needs to enhance its own growth. 

Not only do personalised employee training and development plans boost employee engagement and morale, but they attract potential recruits who value growth and education. 

Your commitment to the personal and professional development of employees will help retain talent and allow people to undertake a greater variety of work. 


Developing your first plan may seem a little daunting, so here are five steps to help you get started. 

A personalised employee training and development strategy you can start today...

1. Assess and identify areas for improvement

There is no 'one-size-fits-all' approach to training.

Perform a skills gap analysis to identify existing skills and abilities and determine areas where there skills and knowledge could be improved. 

Discuss this directly with your employees, as they may help you identify areas in which new skills would be useful. 

2. Set training objectives

Review the outcome of the skills gap analysis, prioritise and convert these points into training objectives.

Refer to the business plan when completing this as you'll want to consider your future business needs too. 

Remember, the predominant goal is to bridge the gap between the current and desired skills. 

3. Create a training and development plan

Develop a comprehensive plan. Be sure to consider:

  • Your training priorities;
  • How the skills gap can best be bridged;
  • The type of training your employees are interested in;
  • The preferred learning styles of your employees;
  • Resources required to deliver the training; and
  • How much money and time you can invest in training. 
You may choose to facilitate a pilot training course company-wide to gather feedback. 


4. Decide on key details and implement the training

Set milestones for your employees to achieve and monitor the plan regularly to ensure effectiveness. 

Decide whether the training will be provided in-house or externally coordinated. In-house training often proves more convenient, personalised and cost-effective. 

Alternatively, you could implement a mix of in-house seminars, webinars and on-the-job training. the opportunities are endless!

5. Review the success of the training

At the conclusion of the plan, review its overall success, including instructor effectiveness and skill acquisition. 

Analyse feedback from all parties involved and identify areas for improvement within the plan. It doesn't stop here; there is always an opportunity for learning and development. 

Update the plan and start again!

A personalised employee training and development strategy requires careful consideration and dedication, but the results will speak for themselves. Invest in your employees and they will invest in you. 

If you would like further guidance on developing and executing personalised employee training and development plans visit SRJ Wayland Walker

 

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