Employees reimburse costs (if completely necessary) if they don\u2019t complete or pass the course.<\/li><\/ul>Discuss career goals and opportunities<\/h3>
During performance reviews or conversations with employees, make a point of discussing short and long-term career goals. You can decide how to match their goals with any short and long-term opportunities available in your business.<\/p>
Training in areas that do not further the short or long-term career goals of your employee will not be embraced as enthusiastically, so it makes sense to plan future development to balance both business needs and employee goals.<\/p>
Identify employee strengths and weaknesses<\/h3>
One of the best ways to get agreement on the sort of training that would be appropriate is to collaboratively identify the strengths and weaknesses of each employee for any current and future roles they might play.<\/p>
Start by identifying the skills they\u2019d need for the job. Then ask them to identify the skills they have and list their strengths. Then ask your employee to identify the weaknesses in their skill set. Phrase this carefully and be clear that you\u2019re not looking to criticize but to find areas where additional training would help them perform current or future roles better.<\/p>
Agree on training objectives<\/h3>
Use the information you\u2019ve obtained from exploring career goals and opportunities, and from examining strengths and weaknesses, to identify suitable training options for each employee and collaboratively agree on training objectives with each employee.<\/p>
Write down the objectives, then plan how these will be achieved and the timeframes you both expect them to be achieved by.<\/p>
Monitor progress and request feedback<\/h3>
Monitor progress by reviewing the agreed objectives at least once a year to evaluate progress. This allows you to revise the training objectives and plans where necessary.<\/p>
Consider scheduling regular meetings to ask staff for feedback. These can be as informal or formal as you like, ranging from a quick conversation to asking staff to complete a questionnaire or conduct a formal presentation on what they have learnt.<\/p>
You\u2019ll want:<\/p>
- A quick summary of what was learnt (the take-home benefits).<\/li>
- Feedback on whether the training met the employee\u2019s expectations.<\/li>
- Feedback on whether the training met your business\u2019s objectives.<\/li><\/ul>
Try to give your employee adequate notice that you\u2019ll be asking for feedback. This helps you to evaluate courses or training service providers to use, or avoid, in the future.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t