Creating a staff training model that adapts to our needs is a complex task that often requires creative solutions.
The II DCH Barometer on Talent Management in Spain shows that more than 60% of the companies in our country have trained at least 75% of their employees over the last year . That is a 22% rebound over the previous year’s figures. However, for this training to be effective, we will need staff training.
The training of workers will improve motivation rates, generate large increases in productivity and will lead to a better internalization of the organizational culture.
Staff training models
Before deciding on a staff training model, we must bear in mind that, as the processes and needs of the organization evolve, the development training models must be flexible and change at the same rate as business objectives do.
Personnel training model based on competency management
In this personnel training model, the first thing to do will be to identify the training needs that have arisen within the company. To achieve this we can use a competency assessment.
Assessment by competencies: what it is and examples
How to do a good assessment by competencies
With this system we can detect the training needs of our team . Once the main training needs have been detected, we will design a training plan that meets the requirements established in the first step and then apply it.
For the competency management model to work, it is necessary to break down and group the competencies involved to determine how training will be addressed in each one of them .
Both planning and evaluation of the training process can be managed with staff training software.
An automated system to ensure the growth of your staff and determine the effectiveness of the training provided. It empowers the fair employee in the relevant competencies for the company. New needs will emerge from this evaluation to begin writing the next staff training plan .
This first example seeks to explain what level of penetration each technique has in relation to the competence that we want to reinforce or teach.
That is, with the Arnold method we can classify each skill according to the level of penetration they have in the different areas in which the subject operates, from the most basic work applications to the possible applications to their personal life.
This model is based on the subdivision of training in use, time and possible applications, specifying in the process the necessary means to carry out the training in each skill.
3 staff training techniques
Most of the subjects are open to experimenting in the low peaks of their career, in other words, we must take advantage of moments of discouragement and demotivation to propose motivational training plans.
The first thing we must do, before implementing personnel training, is to detect what factors are affecting employee productivity. Some common causes are:
Problems with other colleagues or bosses.
Monotony at his post.
Little identification with their business role.
No growth prospect or lack of future plans.
To clearly identify the causes of this downturn, we can rely on a survey platform with which we can:
Measure the impact of our actions and of the different departments.
Reduce the forms and bet on the conversation.
Implement a culture of opinion.
Measure the work climate and satisfaction .
Take care of corporate culture.
Strengthen change management processes.
Once the causes have been detected, we can bet on the following approaches to boost the motivation of the teams:
Work on practical cases.
Improve employee evaluation policies .
Create formations that cover the areas with the greatest disinterest.
Implement a plan for benefits and productivity rewards.
To carry it out, we must understand the company as a whole and in this way, propose a training program that can be carried out through seminars, talks or workshops. The key here is to create an effective training method where all members of the company acquire useful knowledge for their day-to-day life in the company.
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A point at which having a learning management system can be of great help . Our platform makes it possible to measure the effectiveness of the training itself and has a control of training itineraries that records the progress of employees , their needs and strengths.
This staff training is focused on those key profiles that have the leadership of a team among their responsibilities . This type of worker must not only know how to lead a project, but must act as mediators, motivators and must make complex decisions that involve several people.
Thus, training for this skill should emphasize people management, conflict management, and critical thinking.
3 VERY creative staff training examples
Twitter case: “From yes to desk”
Tech giant Twitter has caught the attention of the world of staff training thanks to its “From yes to desk” method. What it is about is to focus on offering a pleasant experience to workers , from the moment they accept the job offer until they are installed in their workplace.
It is a staff training that begins at the initiation of the new employee but extends to those more senior employees.
In the first place, a training is given that will address all the necessary knowledge to join the job ( onboarding ) but that also reaches those details that improve coexistence and integration. Here we not only talk about technical matters, but the whole team is continuously trained in empathy and personal relationships .
Omnium Parks: Video Game Training
For the Global Omnimun company, the main objective of its personnel training is to reduce the costs of time and money in training without sacrificing its effectiveness . For this reason, they developed a video game where the objective is to have the most beautiful and successful amusement park.
Each employee signs in and starts their adventure with an empty plot. In parallel, the workers receive training by modules . In this way, every time an employee passes a module successfully, they receive points for the video game that they can exchange for attractions to make their park grow and become more popular.
With this simple trick, they have managed to keep their employees motivated to continue advancing in training.
American Express and its training app
The goal of American Express was to design a staff training model that would train workers in good coexistence habits.
The solution they found was to design an app where the missions were related to training and when each of them were completed, they received a virtual reward. At the end of the training period, 70% of the employees were very satisfied with the results obtained using this tool.
When we talk about great examples of companies (3 in this case) it is easy to talk about having a creative, original or really productive process. The really complicated thing is that it looks easy from the outside. To achieve this ( always!) They rely on technology.