Firstly, the company needs to decide on the purpose of the training. Several reasons can make training necessary. New conditions that require adjusted qualifications, new technologies, different company strategies, lack of motivation or productivity, high stress levels or conflicts within the teams are just few examples of situations asking for employee development. Hand in hand with the reason for the training comes the decision, whether an individual, a team, a whole department or even the entire organisation should be involved.
Secondly, the most suitable training method needs to be found. The most affordable ways of training employees are usually on-the-job trainings or near-the-job trainings, meaning the sessions do not take place at the direct workspace, but in the organisation. Off-the-job trainings outside of the organisation can also be very effective, especially when it comes to team-building activities.
Further, the right method needs to be decided on. There are several different options, which can all be divided into teaching, e-learning and simulations. Teaching methods might entail presentations and demonstrations, or,for example,group work. Also, for e-learning there are several methods to chose from: virtual classrooms, forums or educational games are some of the options. Simulations are often the most engaging methods. Role-playing, case studies, experience-oriented sessions or sensitivity training are examples to pick from when planning an employee training.
Every method brings positive as well as negative sides with it. Depending on the purpose, the target group and the resources of the company, these pros and cons need to be assessed, before a decision can be made. No matter which method will be applied in the end, training possibilities give the employees a feeling of being valued in the company, and work as an extra motivational factor.
Dorothea Schweinefuss