Organizing Training
Organizing training and planning training classes for workplaces

Organizing training

I think organizations simplify workplace training. It is not simple, which is why so many employees do not retain much of what they learn and are not able to apply what they learned on the job. Organizing training for adults is not simple. It is complicated, to say the least.

The purpose of workplace training is multifaceted. It aims primarily to enhance employees’ skills and knowledge, which in turn boosts overall productivity and efficiency.

Effective training programs ensure that employees are well-equipped to perform their job roles proficiently, keeping up with the latest industry standards and technological advancements.

Training is a necessity for employee success and retention.

In fact, I think investing in continuous learning and development, organizations can close skill gaps, reduce errors, and improve the quality of their products or services. That’s a bold statement, but I stand by it.

Remember I mentioned employee retention earlier?

Training a team can play an enormous role in employee satisfaction. Happy employees tend to stay; unhappy ones leave.

When employees see that their employers are committed to their professional growth, they feel valued and belong to the organization. This inspires them and cultivates loyalty.

It tends to be easy to be loyal to someone who invests in you and cares about your future development.

Training programs that focus on both technical skills and soft skills, such as leadership, communication, and teamwork, contribute to a positive workplace culture.

Moreover, training can create clear career pathways by preparing employees for future roles and responsibilities, enhancing motivation, and reducing turnover rates. Overall, workplace training is essential not just for individual development but also for building a resilient, innovative, and loyal workforce.

Organizing Training

Organizing Training for Employee Success

Skillfully organizing training is crucial for employee success as it ensures that the learning experience is both effective and efficient.

I have attended training that was neither.

At any rate, well-structured training programs are tailored to address specific skill gaps and learning needs, making the content relevant and practical for the participants. This is what you want.

This is what I call a targeted approach. It maximizes the impact of training employees, enabling them to quickly apply new knowledge and skills to their job roles.

The greatest measure of a training module’s success is whether the staff member can translate what is learned during training into their daily tasks and ways of working.

instructional design and organizing training

Organizing training is not a waste of time.

Furthermore, organized training sessions minimize downtime and disruption, allowing employees to learn without compromising their productivity.

Here is the key: you, as the designer, must design clear objectives, create engaging materials, and supply lots of hands-on activities.

The benefits will be evident. Skilfully organizing training helps employees retain information better and boosts their confidence in performing their tasks.

That is an excellent return on investment or training ROI, wouldn’t you say?

Training organization

Organizing Training Step 1: Determine who your learners are.

Identifying who will receive the training is a necessary first step in designing an effective workplace training program.

This phase involves conducting a thorough needs assessment to understand the specific skills and knowledge gaps within the organization.

New Hire Training

Training programs for new hires should focus on onboarding processes, company policies, job-specific skills, and cultural integration.

That’s a “given.”

New employees need to quickly acclimate to their roles and become productive members of the team.

When organizing training onboarding purposes, you should start with analyzing the new hires’ job descriptions, responsibilities, and current competencies.

This helps create a training plan that ensures a smooth transition into the organization.

Instructional design and organizing training

Organizing training for existing staff members

Your current employees’ training needs might vary significantly based on their tenure, performance levels, and career aspirations.

Your existing employees are those who are already integrated into the company culture and understand the workflow, making them valuable assets to your organization.

Organizing leadership training

In my opinion, managers and supervisors have unique training needs.

Their work impacts those in their leadership chain and contributes to the tone of the organizational culture.

Organizing training for leaders should focus on building leadership skills, communication, and strategic thinking.

Tailoring training for different levels within the organization not only boosts individual performance but also aligns with the company’s overall strategic goals.

Organizing training for skill gaps

Step Two: Identify the skill gaps

An effective approach to identifying skill gaps in employees involves a combination of performance evaluations, employee self-assessments, and feedback from supervisors and peers.

Begin by analyzing performance data to pinpoint areas where employees consistently fall short of expectations.

Complement this with self-assessments, where employees can reflect on their own perceived strengths and weaknesses.

Incorporate feedback from supervisors and colleagues to view each employee’s capabilities.

Additionally, conducting skills audits and using assessment tools like tests or simulations can objectively measure specific competencies.

By using data from different sources, organizations can find skill gaps and create training programs to fix them, improving workforce effectiveness.

For obvious reasons, I won’t speak about new employees in this section.

Training organization

Identifying skills gaps in existing employees

Reviewing performance evaluations and organizing feedback sessions with supervisors is your best source of information for assessing training needs for existing staff.

Both sources of data can provide information that uncovers learning gaps and training needs.

For example, if a significant number of employees struggle with a particular software or process, a targeted training approach can enhance proficiency.

What are the skill gaps do leaders and managers have?

In order to plan training programs for leaders, you will assess their current leadership skills, management styles, and the specific challenges they face in their roles.

Surveys, 360-degree feedback, and direct input from senior leadership can provide insights into what managerial training is needed.

For example, training programs for managers may include conflict resolution, team-building exercises, and performance management strategies.

By focusing on these areas, organizations can help their leaders manage teams well, creating a productive and positive work environment.

learning objectives and organizing training

Step 3: Define your learning objectives

As you’re organizing training, think of your learning goals as a target you want to hit.

I remember playing darts with my big brother as a child. I’m a seventies kid, and the darts were little round balls with Velcro. As we played, the balls would be somewhere on the fuzzy dartboard.

Regardless of how much I aimed, I never hit the bullseye time after time. It was my goal, but not always my reality.

The same sentiment applies to organizing training. Your learning goal is your bullseye. You want to hit it, but you likely will not every single time.

To hit the sweet spot, you need a target. That target is your learning objectives.

Defining specific, measurable objectives based on identified needs involves translating the skill gaps and performance deficiencies into clear, actionable goals that can guide the training process.

Start by articulating what success looks like in terms of knowledge, skills, and behaviors that need to be developed.

Smart goals for your training organization

Each objective should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.

For instance, if a skill gap is identified in project management, a specific objective might be: “By the end of the 8-week training program, all participants will be able to use project management software to create and manage project timelines with 90% accuracy.”

Well-defined objectives like these provide a clear focus for the training content, facilitate the tracking of progress, and ensure that the training is aligned with the organization’s strategic goals and employee development needs.

Remember, you can’t measure words like “understand,” “know,” or “think.”

Instead, as you’re organizing training, ask yourself how the learners can demonstrate that they know something. In the example above, they will demonstrate it by “using the project management software.”

Developing curriculum

Develop your Curriculum

At this point in your organizational training journey, it’s time to design and develop a workplace training curriculum. This involves creating a detailed framework that outlines the content for each training module.

Start by breaking down the overall training objectives into specific topics and subtopics that need to be covered. I like to do this on a whiteboard – usually with lots of sticky notes.

Using our example above, here are some training topics that I would consider when organizing training on that topic:

Below are five training topics for the learning objective: “By the end of the 8-week training program, all participants will be able to use project management software to create and manage project timelines with 90% accuracy.” Each module should focus on a distinct aspect of the skills or knowledge being imparted.

  1. Introduction to Project Management Software:
  • Overview of the project management software’s interface and key features.
  • Basic navigation and tool functionalities.
  • Creating a new project and setting up initial project parameters.

2. Creating and Structuring Project Timelines

  • Defining project milestones and deliverables.
  • Developing a detailed project schedule.
  • Utilizing Gantt charts and other visual tools for timeline creation.

3. Resource Allocation and Task Assignment

  • Assigning tasks to team members and setting deadlines.
  • Managing resources and dependencies.
  • Balancing workload and optimizing resource usage.

4. Monitoring and Updating Project Progress

  • Tracking project progress and updating timelines.
  • Identifying and managing project risks and issues.
  • Using software tools for status reporting and progress monitoring.

5. Advanced Project Management Techniques

  • Integrating additional software features like budget tracking and time management.
  • Customizing project views and reports.
  • Best practices for project communication and collaboration within the software.

After you have defined your training subject stand topics, craft each module to have an overview, a few key learning points, and the intended outcomes. Each module should have specific learning outcomes that contribute directly to achieving these objectives.

I believe this structured approach helps the trainer deliver logical and coherent content, which makes it easier for learners to absorb and apply the new information.

Do not forget your learning objectives

Refer back to the SMART objectives set during the needs assessment phase to ensure that each training module aligns with the training objectives.

For example, if one of the training goals is to improve project planning skills, a project planning module should have clear outcomes like “Participants will be able to create a comprehensive project plan including timelines, milestones, and resource requirements.”

Organizing training is like making a puzzle. The learning objectives and the activities are pieces that fit together.

Piecing the puzzle of instructional design

Instructional methods and organizing training

Your training is going to be fantastic because you’ve built the groundwork with the above processes.

Now it is time for the part of training most people think is the ONLY part of training – the instructional methods.

Depending on the content and objectives, a variety of instructional techniques can be employed.

Some of them are:

interactive workshops

hands-on activities

e-learning components

group discussions

real-life simulations

The University of San Diego’s website has a MASSIVE list of instructional methods. Click here to view them.

Do you know what learning aids you will utilize?

You can use just about anything as a learning aid. But as you organize your training, consider using handouts, case studies, videos, and quizzes to enhance understanding and retention.

Each can add value to the learning experience.

Using these methods and materials in each module keeps participants engaged and helps them apply the skills being taught.

This flexible approach caters to different learning preferences, making the training more inclusive and effective.

Ways to organize training

Learning assessment

As you are organizing training and finishing your curriculum, keep in mind that you’ll revisit it repeatedly.

I always say a curriculum is a “living document.”

As time goes on, you will regularly review and update it.

This is key to keeping it relevant and effective.

After each training session or module, you must gather feedback from participants to identify what worked well and what could be improved.

Please do not have a long survey to assess their experience. Keep it as simple as possible so they will actually provide feedback.

I’ve attended workplace trainings that use such complicated evaluations that I didn’t do them. Keep it simple.

Always include at least one question to “test” their knowledge.

For instance, sticking with our example and the project manager, a good question could be something like “What is the first button you click on the project interface to run

Use this feedback to make necessary adjustments to the content, instructional methods, and materials.

Additionally, keep abreast of any changes in industry standards, technological advancements, or organizational goals that may require updates to the training curriculum. By promoting a cycle of continuous improvement, the curriculum will remain aligned with the organization’s evolving needs and the professional growth of its employees.

Training organization

If you can, build regular boosts, follow-ups, and assessments into the curriculum.

This can reinforce learning and track progress, ensuring that employees continue to develop their skills over time.

That is it.

I hope these ideas inspire you to create strong workplace training modules that get results.

You can’t beat a skillfully organized training project. Not only will it equip employees with the tools they need for success, but it will also cultivate a culture of continuous improvement and professional excellence.

Best wishes!