While building any training program, we (ETS) need to
consider so many things to make sure that training provided at any
level is good enough to enhance the skills of the workers/employees.
So, we take a deep look into the following things to make the
training programs even more effective:
Performing Training Needs Assessment
Under this process we (ETS) work on following 4 basic
Identify Business’s Primary Goal.
Determine the tasks/job employees need to perform.
Determine the training activities that will help the
employees to perform.
Determine the characteristics of the employees that
will make the training more effective.
Keeping Adult Learning Principles In Mind
We (ETS) believe that keeping this point in mind makes the training
programs more effective because The workers you want to train are
adults, and adults share certain characteristics that make training
more effective for them (or less effective if you ignore the
characteristics). If your training recognizes and respects
, it’s likely to be more effective. If
your training disregards these principles, you’re throwing
training money out the door from the word “go.”
are these principles? Adult learners:
Come to training with a lifetime of existing knowledge,
experience, and opinions
Want training that is relevant
Want training that is task-oriented
Learn when they see “what’s in it for them”
Want to be and feel respected
Develop Learning Objectives
We (ETS) analyze and build a checklist of things the
workers must be able to do after the training is completed. They are
the “North Star” that all aspects of your training
should be pointed at. Once we’ve created the learning
objectives, we create content that covers the objectives—and
nothing but. In addition, any quizzes, tests, case studies, or
hands-on exercises performed during training to evaluate the
worker’s comprehension of the training should assess only the
workers’ understanding of the objectives. And finally, any
observation of workers when they’re back on the job to
evaluate the effectiveness of the training should also focus on the
performance of these objectives.
We (ETS) understand that this is the most important part
of any training program so we spent most of the time in designing of
the training material. While we are designing this material we keep
these following steps in mind:
Remember that it’s important to design before you
rush into the next step (development)
Always focus primarily on the learning needs of the
employees, and not on what’s easy for our trainers.
Only create training content and assessments that
relate directly to the learning objectives.
Remember the adult learning principles.
Include as much hands-on practice or simulation as
possible: people learn by doing.
Whenever possible, put the employees in control of the
learning process (instead of the trainer).
Do everything possible to let the employees talk and
interact with the trainer and with each other during the training.
Make sure there’s plenty of opportunity for
feedback during training.
Break the training materials up into small “chunks”
that are easier to take in and understand.
Order your “chunked” training materials in
a logical manner—one step that builds on top of another, or
We (ETS) use a “blended learning” approach
that includes training in several different formats (computer-based,
We (ETS) try to appeal to a variety of workers’
senses during training—sight, hearing, touch, smell, and taste
(when appropriate and not dangerous). Sight is by far the most
important sense for learning, but adding the others when possible
Implement The Training
What we (ETS) do is that we inform the
trainees/employees about the training well before time (1 week in
so that they can
work it into their schedules and complete any necessary pre-training
We also use Learning Management System (LMS). An
LMS is a software application used assign, deliver, track, and report
on training. It helps the employees to track their training material,
assignments etc. LMS is also used to send notifications to the
employees for new assignments, deadlines for submission, next
training sessions etc. LMS keeps them updated all the time.
Evaluate The Training
We (ETS) know that giving training and appreciating
yourself is easy thing to do but we do have proper process of
evaluating the training program executed. For that we use following
steps to check the effectiveness of the training program:
Employees Reaction To Training
Did the employees like the training? Did they feel like
they learned? You can find this out by observing the employees
training, asking their opinions, or handing out surveys. We give
out paper-based surveys after training to get results if they
and learnt the training.
Employee’s Actual Learning
Assessments during the training should evaluate the
employees’ actual learning of the objectives. This
include simple tests for knowledge issues, or case studies,
simulations, or hands-on exercises for skills and attitudes.
Employee’s Post Training Job Behavior
Are the workers taking the new
knowledge/skills/attitudes from training and applying
them at work
where it counts? Observations of the employees’
behavior will determine this, as will other
and for that we present a form to the managers and
for employee’s performance evaluation.
Quantifiable Business Results
Did the training result in reaching the desired
goal (i.e., did revenues rise, did costs decrease,
was the new
product manufactured properly, or were workplace
We seek for this information from the management
after 3 to 4 months
of the training program.