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Recommended Forms
Individual Development Plan
Employee Career Development
Employee Training Record
Presentation Evaluation
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Determine your needs.
Many organizations do not have unlimited time or funds for an employee
training program. Decide on what the focus of your training program
should be. Determine what skills are most pertinent to address
current/future needs or ones that will provide the largest impact to the
company?
Promote a culture of
learning. In today’s fast-paced
marketplace, if your talent is not learning, your company is going to
fall behind. A business grows as its people learn. Communicate your
expectations that all employees should take the necessary steps
to develop their skills and stay on top of their profession. Make sure
you support those efforts by providing the resources needed to
accomplish this goal.
Clarify connections.
Some employees may feel that the training they are receiving is not
relevant to their job. It is important to help everyone understand the
connection early on, so they do not view the training as a waste of
time. Employees should see the training as an important addition to
their professional portfolios. Award people with completion
certificates at the end of the program
Make it ongoing.
Do not limit training just to new employees. Organized,
continually training programs will maintain all employees’ skill
levels, and motivate them to grow and improve professionally.
Measure results.
Without measurable results, it is almost impossible to view training as
anything but an expense. Decide how you are going to obtain an
acceptable rate of return on your investment. Determine what kind of
growth or other measure is a reasonable result of the training you
provide. You will have an easier time budgeting funds for future
training if you can demonstrate concrete results.
