To link the performance process to the identification of needs, it is necessary that, before investing in any type of training, the specific needs of the company and employees must be identified. It is not about training to comply, but about really meeting an existing need. The performance process is a great way to do this, as it allows you to assess employees’ strengths and weaknesses, and therefore identify areas where they need to improve.
However, it is not enough to simply evaluate performance; The information obtained through this process must be linked to the identification of training needs and the objectives of the organization. In this way, you can ensure that this effort is tailored to the specific needs of the company and employees.
On the other hand, maximizing the impact of online training has been a valuable resource for many companies in recent years, especially during the COVID-19 pandemic. However, it is not a one-size-fits-all solution, and companies must carefully assess whether it is the best option for their specific needs. Although it is the one that offers the greatest reach, versatility and comfort, remote classes have significant challenges such as lack of follow-up, distractions and commitment. So if you’re going to choose online training, it’s important to maximize its impact.
Some ways to do this are to offer online training in a format that is easily accessible and engaging for employees, to ensure that training content is relevant and up-to-date, to provide opportunities for employees to practice what they have learned, and to get graded. to ensure that it served them, offer additional support, such as discussion forums or tutorials, for employees who need extra help, evaluate mixed formats such as the “Flip Classroom”, in which the collaborator consumes free-demand content before attending the live class and provide collaborators with the tools they need, from a stable connection to an updated device.
Companies should consider maximizing the impact of face-to-face training which also continues to be a valuable tool for many companies. It may not have the scope or versatility of the online version, but direct contact with facilitators and other colleagues will always be more enriching and engaging.
Of course, it is important in either case to ensure that the instructor is highly qualified and experienced, as well as to tailor the training to the specific needs of the company and the employees. And also offer opportunities for employees to practice what they have learned during training.
As with the online format, a detailed two-sided evaluation of the training must be provided to determine its effectiveness.
