Human resources decisions can shape a company's long-term success. Therefore, they are extremely important to leaders. According to a study sponsored by ORACLE, 63% of surveyed CEOs believe that human resources management is one of the primary factors determining a company's success. However, according to Udemy for Business, 71% of HR professionals believe that employees in their organizations do not have the skills required for their current jobs. Could the reason be that workforce training has not truly delivered results?
1. How does establishing a workforce training process help a business?
Many businesses have not paid sufficient attention to workforce training. This is reflected in the lack of a well-structured training process. The training methods may also be inappropriate. In addition, new employees may receive only basic instructions. As a result, employee capabilities do not improve significantly, even though the company conducts training regularly.
Conversely, prioritizing workforce training helps build a highly capable and consistent team. Participants include newly recruited employees, current employees, and managers at all levels.
2. What do the statistics tell us?
According to research by Bersin by Deloitte, businesses with a strong learning culture and a structured workforce development plan perform more effectively, specifically:
- 46% of businesses increased their opportunities to become market pioneers
- 37% of businesses increased work productivity
- 58% of businesses increased their ability to meet future needs.
Mặc dù vậy, việc đào tạo nhân sự tại các doanh nghiệp Việt Nam vẫn luôn gặp phải nhiều khó khăn, kém hiệu quả.
- Inappropriate training methods
- A lack of qualified training personnel
- No well-structured training plan or process
- Employees do not see the necessity and do not participate actively
- Employees lack motivation to work and to participate in training sessions.
3. The training process
3.1. Identify training needs
Before developing an employee training plan, you must hold brainstorming sessions with the relevant levels and stakeholders. This is to identify the destination the business is aiming for.
3.2. Develop a training plan
The business should list the key items that an employee training plan needs to include:
- Name of the internal training program
- Objectives to be achieved after the program
- Training participants
- Responsible personnel and departments
- Workforce training content and format
- Allocation of time, budget, and location
- Other constraints requiring attention
At this stage, take the time to develop a detailed and specific plan. It must also be easy to implement and measure. During development, you need to consider the internal training needs collected in Step 1. Then compare them with the organization's people-related perspectives and company culture. This will ensure that the training process is especially useful for the unique characteristics of the business.
3.3. Implement and evaluate training results
Now it is time to put the structured employee training plan into practice. However, there is a small secret to making the training plan effective: organize a meeting with the training participants. At that meeting, help them understand the true significance of the training program. In reality, many businesses experience low employee participation because employees do not understand the value of the training session.
Training results must be evaluated accurately and objectively. This helps the business measure “workforce health” effectively—the results employees achieve after the training process.
3.4. Some methods businesses can apply:
– Evaluate and measure results by using performance/capability assessments Uchida-Kraepelin. The advantage is that they can be administered to many participants at the same time and completed within 30 minutes. The business can evaluate overall team capabilities (group report) as well as individual capabilities. This assessment should be conducted before and after the training process, as it enables the business to compare and clearly evaluate the quality of the entire training process through each employee's report.
– Apply an occupational personality diagnostic report Trait-map. The business can decode all its questions about employees through the report results. Trait-Map acts like a mirror, reflecting personality tendencies at work, employee skills, and even how employees handle situations.
In addition, these assessment methods help businesses identify whether there is alignment or a gap between employees and the company culture. The business can discover why “employees leave” and what motivates them to stay.
Remember to implement the plan correctly to ensure the quality of the process, and record and measure employee results clearly. These will provide the material you need for the next step.
3.5. Evaluate quality and improve the process.
If you want your workforce training process to become a genuine training program that delivers practical results for the business, never skip this process-improvement step. Training objectives are always changing, employee conditions also change, and workforce management strategies differ from one stage to another.
At the end of each workforce training cycle, analyze learner feedback and the results they achieved. You also need to identify which objectives could not be completed and draw lessons from the experience.
4. Training formats
- Regular internal meetings: These meetings usually take place weekly or monthly. They are an excellent opportunity for individuals to improve their capabilities, develop soft skills, and learn how to coordinate across departments. Businesses often use this training method to teach a specific topic or skill that many employees need to know.
- On-the-job training: Employees are trained by learning through real work and practice. This format requires dedicated time from the trainer. It is also necessary to ensure that trainees do not affect work progress.
- Coaching: Coaching involves monitoring, guiding, and providing timely support to employees. This approach helps managers or experienced individuals easily pass on knowledge and skills to less experienced employees.
5. Training formats recommended by VienQuest Institute:
- Competency-based training: Employee capabilities and work performance are measured continuously. This is often done through assessments of work capability . This assessment helps the business evaluate the capabilities of its entire workforce at the same time. As a result, the company gains a comprehensive view of its “workforce health“.
- Training focused on employees' strengths: Through assessments that measure strengths and work tendencies using occupational personality tests, businesses can easily examine each person's capabilities and strengths. They can then make the right decisions about transfers, training, and strengthening the capabilities of individuals or entire teams.
Establishing a suitable, scientific training process and selecting the right training methods are essential. Businesses will find it easier to manage their workforce. This also helps enhance employee capabilities and overcome periods of crisis.
Contact Quest today for consultation on capability measurement solutions!
- Hotline: 1900.6135 (press 2)
- Website: www.vienquest.com
- Fanpage: www.facebook.com/vienquest
- #vienquest #vien_quest #doluongnhansu #do_luong_nhan_su #doluongnangluc #do_luong_nang_luc