EMPLOYEES TRAINING
Improve human relationships – Motivate to change – Rise productivity
Goals
- Improve human relationships
- Motivate to change
- Rise added value
Approach
Interactive techniques keep your employees engaged, which makes them more receptive to new information. They incorporate group discussions, which is one of the best ways for knowledgeable employees to pass their skills onto new employees.
Results
Performance is about contribution: what an employee contributes that delivers results for the individual, for their teams and for their organizations. These are improvements in terms of products, processes, time keeping, customer satisfaction…
Customized training programmes
Primož Mihelič about main points of success: »We do not have general seminars or workshops. We design a customized training program for each partner we work with.«
Dr. Simon Mandelj, GEM motors: »We are a small innovative high-tech start-up developing in a very fast pace to become a global player. Time is a very scarce commodity in our company. MPSP designed a training program for our complete team where we had a seminar/workshop on team work. Employees were strengthening our company values, mission, culture… and learning about our company development. Plus the seminar/workshop actually had a team-building effect. On top of all this, each of us got precious feedback about our optimal role in a team. The efficiency of our work has grown since then.«
Design and develop employee training
Employee training and development is a broad term covering multiple kinds of employee learning. Training is a program that helps employees learn specific knowledge or skills to improve performance in their current roles. Development is more expansive and focuses on employee growth and future performance rather than an immediate job role.
Good training and development programs help you keep the right people and grow profit. As the battle for top talent becomes more competitive, employee training and development programs are more important than ever. Hiring top talent takes time and money, and how you engage and develop that talent impacts retention and business growth.
Identify Business Impact: Design and develop your training to meet the company’s overall goals. Keeping business goals in focus ensures training and development make a measureable impact.
Analyze Skill Gaps: How are your employees’ behaviors helping meet the business goal? By finding out what the gaps are between employees’ current and ideal skills, you can better pinpoint what your specific learning objectives should be. Categorize these learning objectives into these three groups, have activities in your training plan that target all three.
Motivation: How can you help learners understand why they need to change their behaviors? By working with employee motivations, you’re more likely to change behavior over the long term.
Skills Mastery: What do your learners need to be able to do on the job? These behaviors will have the most impact on performance.
Critical Thinking: What must your learners know to perform their jobs? Distinguish critical knowledge from nice-to-know info to identify what content should be in the course, and what should be in optional resources.