5 April 2019

---

Organizations often begin with training at the bottom of the ‘to do’ list. There are so many tasks to complete when starting a new business that training employees is not considered a priority until necessary. In the best situations, it becomes a priority due to a realization of need. For example, as new hires are on-boarded, it is noted that processes could be streamlined through training. In the worst situations, training is necessitated with the occurrence of an incident or accident. Either situation leads to training moving up the priority list.

Building a Training Program

When most training programs begin, employees are provided the basic courses to succeed. These courses include topics like on-boarding, policies, safety procedures and regulations, laws, etc. Depending on the organization size and structure, courses may be offered using instructor led, online, or blended methods.

Making Training a Strategic Priority

As organizations grow, training options become more complex. More employees lead to new requirements based on new hires, promotions, new projects, new policies, updates to existing policies, company goals, vision, and mission. At the same time, leadership is beginning to consider the short-term and long-term strategic goals for the organization. The training needs should reflect these goals and assist employees with meeting personal, team and organization goals.

Conclusion

We need to remember that successful training programs

• evolve to meet organization and employee needs; 
• conduct periodic analysis and evaluation reviews; and
• seek top-down organization reviews of specific training courses.