Having a highly effective training program can help boost productivity in your organisation, and therefore increase revenue. Not only does it grow profits, but it reduces waste and costs for the long-term.
Some managers may be hesitant to train their staff, as it makes an organisation susceptible to being ‘walked over’ when employees leave after being trained. Can seem like a bit of a betrayal and waste of time, can’t it?
In this article, we’ll be looking at the different ways you can structure a training program…
What Training Program Structures exist?
There are many different types of employee training programs, and how you decide to structure yours really depends on the context of your situation.
Organisation’s wants and needs are different, and some training structures may not be as effective in your organisation as they may be for others. For example, if you’re training to be a brain surgeon, then it’s probably not a great idea if your company trains you only through online methods (you’ll definitely need to practice in person before operating on someone).
Now, let’s look at the different options of training program structures:
Instructor-led training
This is the most traditional training format, where it typically occurs in a classroom, with a teacher presenting the content. Currently, 9.7% of organisations use instructor-led training as their main approach, where 38.1% of companies only use this style for 10-29% of training time.
Instructor-led training can be very effective, especially when complex topics are being taught. Instructors can answer specific questions, or direct employees to further useful resources. With the training being in person, it allows for highly-skilled instructors to match the training level and style to the employees in a room – providing for a more tailored experience.
Classes usually break off into brainstorming or role-playing teams, where employees can get the chance to learn from one another. An additional benefit of this is that it can boost staff morale, as they get to know more about each other.
While this has been a universally accepted training method for many employers over the last few centuries, it does have its drawbacks. It can be very expensive and time consuming, as most employers will usually pay the employees to attend. It also means employees have to take time away from work, where other staff will need to cover these shifts.
eLearning
eLearning is a modern-day format for training staff, and in more recent years it’s being used a lot more by all employers. This type of learning usually relies on online videos, tests, and courses to deliver the training. 80% of organisations use online training for some compliance, and 29% of businesses train entirely online.
This type of training is perhaps the easiest, where employees can complete it right in the palm of their hand, or with access to a company computer. This means there’s much more flexibility for staff to complete this type of training.
It can be easier to keep your employees engaged, where many eLearning platforms offer games, activities, tests, and videos to make the experience interactive. As you may have experienced, if employees fail to pass tests they have to redo it until they pass – meaning that they’re more likely to digest the information.
However, eLearning does come with its own challenges. Without a solid instructional design strategy behind it, the graphics and visuals that make eLearning fun can also make it gimmicky or quickly outdated – meaning employees aren’t as engaged with it as you initially anticipated. Keeping the online training up-to-date is a necessary practice, however, this may come to a costly expense.
Simulation employee training
This type of training is most often provided through a computer, where augmented or virtual reality devices facilitate the training. Despite having high initial costs for producing the software and technology, this type of training is essential for staff who are in high-risk industries. For example, doctors and pilots will need to have simulation training before they become qualified in their field.
This type of training is perhaps one of the most highly effective and reliable formats, where it allows employees to progress consistently at their own pace. It’s ‘on-the-job’ learning without actually being on the job.
23% of large companies use virtual reality, 11% use augmented reality, and 9% use artificial intelligence technology in employee training.
Hands-on training
This type of employee training program includes any experiential training that is focused on the individual needs of the employee. It’s conducted directly on the job, where you can help an employee fit perfectly into the upcoming or current role. This type of training is effective because they are immediately applicable to the employees’ job experiences.
This type of training is best used when there are enough resources available to support employees during the program. Hands-on training is considered the most effective training format, with 82% of employees preferring this method.
Coaching/Mentoring
This type of employee training can share similar qualities to hands-on training, however, in coaching or mentoring, the focus is on the relationship between an employee and a more experienced professional – such as a superior, a coach, or a veteran employee.
Mentoring is usually conducted by employees internally, whereas coaching is typically done by an external or in-house trained professional.
Mentoring helps create a relationship between employees that carries far beyond training. It also allows the employee to ask questions which they may not feel comfortable to ask in a classroom. This can either be done in person or virtually through online coaching sessions.
Mentoring can be costly in terms of employee hours, and should be used appropriately to reduce those associated costs. Coaching – bringing in a trained professional – can sometimes provide a more time-efficient alternative, but without the relationship building that’s so valuable in mentoring.
Lecture-style training
This type of employee training program is most effective when carried out to a large employee population. It can be an invaluable resource for communicating required information quickly, however, it’s important to use this type of training sparingly.
The reason behind using this rarely, is because lectures contain no form of interaction from the trainer, where they can become quite tedious. So, this could be the least effective type of training, where you should only use it when you want to get information across quickly to your staff.
Group discussions and activities
Group activities can provide the perfect training option, where multiple employees can be trained at once in an environment that better suits their current departments or groups. These discussions and activities are usually instructor-led or facilitated by online prompts that are later reviewed by a supervisor.
This type of employee training program is best used for challenges that require a collaborative approach to complex issues, where team skills are used effectively.
Role-playing
Perhaps the most daunting type of employee training program, role-playing specifically asks employees to work through one aspect of their job in a controlled scenario. Most times, employees will be asked to consider different points-of-view, and are made to think on their feet as they work through the activity.
This type of training is highly effective, but may be unnecessary for simple, straightforward topics. The downside to role-playing is that it requires more employee time, which can take time away from the entire department while they’re going through the training.
Management-specific activities
This type of training is focused on the needs of managers, which may involve simulations, brainstorming, team-building exercises, role-playing, or focused eLearning on management best practices.
While this can include many different types of training, it’s important to consider any additional needs of managers separately from the rest of your employee population. This helps ensure that you have the foundation to support the rest of the manager’s staff.
Case studies or additional reading
Some training topics can be easily accessible through required reading materials. Case studies can provide a quick way for employees to learn about real life situations and issues, where trainees can read through these at their own pace.
Case studies are a great option for focused topics, but more complex topics will likely require more advanced types of employee training programs.
Learn more about employee training programs
We have plenty of more information about employee training programs, have a read of our article on implementing training programs – from goal setting to evaluating effectiveness. If you want to see how you can make an employee training program more effective, read our article on making a training program fun!
Have you already used any of these training program formats? Give us an email at info@rekkruut.com, or let us know on our LinkedIn or Facebook Pages!
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