How do you maintain training quality?

Even before talking about training it is important to determine if training is really the issue. In so many cases we see how organizations and leaders quickly jump to the conclusion that training solves everything, but in reality where training has a bigger impact is when there is a lack of skill, lack of knowledge. A training professional should be able to identify with stakeholders if training is the issue or there is any other human performance factor involved.

To maintain a training quality, you must assess your training outline to see how it aligns and impact your trainees over the time. If there is a gap in technical skill or knowledge acquisition in what trainees face in practical field after training, then it is a good time to reassess your outline, create more problem-solving contents that suits the relevance of the trainees.

📊Conduct a thorough training needs assessment to identify gaps and opportunities. 🎯Align training content with organizational goals and employee roles. 🔍Use feedback from employees to continuously refine training programs. 📈Implement measurable objectives to track training effectiveness. 🛠Utilize a variety of training methods to cater to different learning styles. 💬Foster a culture of feedback and continuous improvement. 🔄Regularly update training materials to reflect industry changes and advancements. 👥Engage subject matter experts to ensure content accuracy and relevance.

The point of training is to improve employees' performance. The three root causes of poor performance are - attitude, lack of skill or lack of knowledge. Attitudes are addressed through cultural norms, lack of knowledge is best addressed through manuals and onboarding and trainings ARE most effective at skill-building....because they allow for practice. So here are 3 questions to quickly identify the skill that needs to be addressed or improved through training: ⚫ What's your most time-intensive task? How long do you need to complete it? ⚫ What are the specific, detail-oriented tasks that contribute to my results? ⚫Where do I feel like a novice?

A training needs assessment is probably the most important part of the training development process! A few components to consider: 1️⃣ Understand your current state. You need to understand your organization’s current situation. This is all about diagnosing the problem and understanding the complete picture. 2️⃣ The "needs" are the gap between current and optimum performance, closing this gap through training should have verifiable results. 3️⃣ It’s easy to wave “education” or “training” as some magic bullet that will solve any problem a company faces. However, there are times when there may be another explanation as to why employees are underperforming or a company isn’t achieving what it wants.

Training is key to bringing in a change in way the employees perform. Identify individuals who have more potential and are more receptive to changes and build a base of motivated employees and initiate the process. It’s useful when you have a large group of individuals spread across multiple cities and regions. Make them custodians of the change and follow up take feedback and refresh the training.

Training means a Change to how people do things, so early engagement is key A few key questions to consider: -why are we considering training? -what is it going to achieve? -who is it going to implement it? - How do we measure the success (short and long term)? -what can we learn from the journey for future teams - how it will impact people on individual and team level Training is not a silver bullet and will not resolve issues without engagement and follow-up. It will require support from different levels of the organisation and people/performance managers

In my experience I have seen the best results when the training expectations are in synch with the trainee's personal & professional ambitions. Yes, objective of any training is to fill the skill gap but the attitude of the trainee is equally important.

The Below mentioned points need to be taken care of to ensure training quality: 👉Content has to be the best 👉Training Need Analysis (Need for training) 👉Clarity of the subject or topic

In my perspective the training mode can be determined based on the focus areas of the training. Trainings in Technical competencies can be Virtual Instructor Led Sessions. As for Behavioral competencies Classroom Instructor Led Trainings can be very effective. However due to increase of app based learning in the recent times, bite sized self-paced trainings have also been very effective.

Absolutely, choosing the right training methods is essential for effective learning and skill development. Tailoring training methods is key; there's no universal formula. Your objectives, audience, and needs dictate the approach. Be it classroom, online, blended, or experiential learning, each has merits and drawbacks. Classrooms foster interaction; online offers flexibility. Blend approaches for a richer experience. Delve into their nuances to strike the perfect balance. A lively classroom promotes engagement, while online caters to diverse schedules. Consider learners' preferences and your goals. Training is an art, the method of training molds the journey's outcome.

Use various methods, it does wonders. Use a combination of different methods while conducting trainings. Remaining stuck to just one method that you've been following since ages or that created a good impact for another training session wouldn't work. Use different learning methods such as online , classroom , blended, and experiential learning. Even method has it's own set of pros and cons, which need to be analysed once the training goals and objectives are set.

Sometimes, it might be necessary to find out from audience what training methods they would prefer. They'll likely be much more interested in supporting the training program if they had a say in the methods chosen

Training methods are never universal, but there is a good rule of thumb. The more ways you can get across the same message the better. Different people learn different ways and a vast majority of people have a visual, auditory or kinesthetic preference for learning. To train one topic in just one way is a virtual guarantee that you are going to lose people.

On peut opter plusieurs formes d'apprentissage et actuellement on opte pour des formations hybride qui sont à distance pour l'ensemble des adhéré a une telle thématique et qui sera suivie par un apprentissage individuel sur la plateforme en répondant à certaines évaluations en continu et en fin ceux qui réussissent le parcours peuvent participer à des formations par groupes des inter-entreprises afin de profondir en perfectionnement...

Select effective training methods tailored to your team's learning styles, incorporating a mix of workshops, online modules, and hands-on practical sessions to maximize engagement and knowledge retention.

There are pertinent considerations when selecting appropriate training methods to achieve the right outcomes of skills transfers, they are: 1) who are the learners, their profile (career level, learning and communication style, etc) 2) what is the training content (subject-specific, technical, process or procedural-driven, practical demonstrative type, people skills like communication, etc). 3) what are the existing organisation resources that can provide optimal support for the training 4) how topics of training sequenced also affect the type of training method to be used. Lastly, it is important to also work with the stakeholders (participants and their superiors) to understand the what training delivery is most ideal in their context.

Adapting your training methods are key and seek feedback! If a person is entering a new role or aspiring for a certification with little or no prior relative experience, an instructor-led course or online training with simulations/activities relative to the role is probably most effective since the information is new and may spark frequent questions. If a person is entering a new role or aspiring for a certification with years of relative experience, a online training with voiceover, a slide deck, videos and digital resources for future reference can potentially suffice since the information is just being refreshed or modernized. But remember there are various types of learners; visual, auditory, kinesthetic, and reading/writing.

Knowing your learner audience and creating content that fits their learning styles while being highly engaging is one best practice and approach in delivering training content. All of us have vastly different and unique learning modalities. Aligning those modalities in the training delivery is an important step and approach to content delivery. Creating engaging training is also key to successful outcomes. Traditional slide decks with voiceovers and mild animations barely tip the scale on levels of engagement. Although cost is a factor, consider that using simulation training combined with traditional methods typically creates higher engagement levels and desired outcomes.

Assessing training outcomes is like taking the pulse of your organization's learning journey. It's not just about ticking boxes; it's about understanding the real impact of your training efforts. Collecting data on meeting objectives, employee satisfaction, knowledge retention, and practical application is like holding a mirror to your training program's effectiveness. It enables you to fine-tune your approach, celebrate your successes, and address areas that need improvement. Ultimately, it's about continuous improvement and ensuring that every training endeavor adds tangible value to your organization. 📊📈💡

In my experience the best way is to continually conduct audits and checks on service delivery and quality. In the hospitality industry our guest reviews and comments are one of the best ways of knowing if training has been effective. Just conducting the trainings because you have to and leaving it there is just you ticking the box. You have to dedicate time to check on the outcome of your trainings to know if you are on the right path.

What works well on one training program may not work well on another. Why? Consider different * Audiences * Tools * Styles * Methods used, etc These necessitates the idea of evaluating training outcomes

Assess the success of your training program by analyzing participant performance, gauging skill acquisition, gathering feedback, and measuring application of knowledge in real-world scenarios. Use this evaluation to refine future training initiatives for continuous improvement.

Pre and post training assessment can be an option to check if any real impact of training observed. Designing of post training assessment must be inline to learning outcome requirements. A Mcq based assessment may not be solution, it can be clubbed with project based assessment and might be a capstone project needed.

Like training methodologies, training assessments should be varied. The days of just using a smile sheet at the end of the class are long over and the method is inaccurate on its own. The use of learning journals, 360 feedback, post class interviews and portals for feedback are far more accurate in determining the success of a program.

Evaluating training outcomes demands more than a cursory glance at surface results; it requires a structured approach to understanding the depth and impact of learning. Kirkpatrick's model offers a comprehensive framework, using four levels: reaction, learning, behaviour, and results. This methodology not only measures immediate responses but also examines knowledge gained, changes in behaviour, and final outcomes on orgs goals. Augmenting this with VoC data adds another dimension, capturing direct feedback on the training's relevance and how's its being applied in real life scenarios. Do both and you will gain a multi-faceted understanding of its effectiveness.

#6 (solicit feedback) & #3 (evaluate training outcomes) are two sides of the same coin. If there are no integrated evaluations of the material by users, trainers and creators - then you are not open to soliciting feedback. Furthermore, both feedback and formal evaluations need to be part of the fabric of everyday work life or else quality is just an external 'thing' to be achieved as opposed tobeing an extension of the team. Lead by example and always fight for your team! PS: don't become the Boeing of education and training!

An example I have seen during my training experience is that the effectiveness of training is measure by outcomes and the moment it is shown, the whole experience is an out of the world one. This will help us revisit the content and make necessary changes in it.

one common model that can be used to evaluate training is based on 'Kirkpatrick’s Levels of Evaluation'. (Results, Behaviour, Learning, Learner) - Evaluate how programme/workshop met business & performance needs - Assess what the participant has learnt at end of the module/ programme - Assess how the participant felt at end of the module/ programme

Updation of training content is highly significant as the dynamics keep changing. There is a diversity in audience needs and the conditions keep improving in a business environment. To meet one’s goals of training updation needs to be revised with the latest trends and changes. Therefore, as the latest way regime run , content needs to be updated regularly.

Updating the training content will easily comes under one of the significant process in training and development, since it will pave a way for the T&D team to be in trends and it will have the higher reach among learner’s. For example: If one cohort needs micro learning and other cohort might need video learning where as a T&D personnel, I must satisfy both the respective needs with Video learning as a module and micro learning as post learning snippets. If I can able to make these two concepts of training methodologies in a single program which will lead the people to become an advocate for my program. So updating training content as per the trends is the most important and crucial part of training and development.

Learning is dynamic, and so should training. Living in this technical, digital age requires keeping updated on information that impacts on performance

Have a training content checklist and keep updating it regularly. The checklist may contain the training development standards and guidelines, a decision log to capture global asks from all the SMEs and stakeholders, and anything else that you think is important to maintain the consistency of training content while updating it. Remember, consistency is always the key!

This is very crucial to move along with the tide. In order not to make the content irrelevant updating it with appropriate upgradations is very crucial

One of the ways to maintain training quality is to make content relevant. By taking feedback from participants and understanding the dynamics within the business operations, training can be made relevant to participant needs.

Ensure your training content remains current and relevant by regularly updating it to align with industry advancements and evolving best practices, fostering a dynamic and effective learning environment.

One thing I have found helpful is incorporating relevant interactive elements. Use a variety of interactive elements, such as case studies, group discussions, simulations, and hands-on activities, to engage participants and make the training sessions more dynamic and immersive. Interactive elements enhance the learning experience and help participants apply the knowledge and skills they have acquired.

I was once asked by a client if the training materials I created were done. My reply was "They're never done". Keeping content fresh, delivery dynamic and always incorporating the latest in adult learning principles is critical. The other piece to this is version control. To just "make a change" and not keep an audit trail is a recipe for disaster. In with the new, but NEVER out with the old.

Todas las acciones formativas merecen una revisión y actualización periódica. Todo aquello que funcionaba ayer si no lo actualizas deja de hacerlo. Estamos de acuerdo en que podemos mantener la idea, la intención, el espíritu y cambiar muchas cosas como su presentación, las actividades prácticas, los ejemplos que utilizas para su explicación pero el cambio periódico es necesario.

Confidence is key. It truely can make or break the entire training. If you don’t believe in what you’re teaching your new team will never follow lead.

Training trainers also reminds them of the responsibility they have to entrust to others accurate information that would impact on their future.

Often organizations underestimate the skills and abilities required for successful training to occur. I have seen SMEs told to lead training sessions resulting in very low ROI and negatively impacting the organizational learning culture. A trainer needs to understand instructional design, learning methodologies, assessment metrics, the importance of attention, spaced repetition, and motivation. Ensuring your trainers understand and can apply these principles is key to great training programs.

The most important thing here is the word "trainer". A trainer is not someone who stands in front of a class, or facilitates a Zoom meeting, and reads slides. A trainer is someone who facilitates conversation, doesn't need the slides, can deliver for an hour without using the word "um", and is truly vested in the learning of their participants from the first minute of their instructional design. Trainer is a title earned, not given, and they should be given every opportunity to sharpen their saws and get better. By providing them with these opportunities you are not only benefiting them, but you are benefiting the thousands of lives they will touch.

In addition to training your trainers on the essential skills and knowledge required for effective training, it is also important to provide them with ongoing support and professional development opportunities. This can include: 1. Regular Training workshops. 2. Peer Collaboration. 3. Feedback and Evaluation. 4. Continuous Learning opportunities. 5. Personalized Development Plans. By investing in the continuous development of your trainers, you can ensure that they are equipped with the necessary skills, knowledge, and confidence to deliver high-quality training and support the growth and development of your employees.

Not only do you need to know how to deliver training, more importantly you must understand how the material you are delivering affects your students. This is so important when you are explaining a regulatory requirement which can be furthered impacted by the student's role at work. Job functions or duties can impact the employee needs, especially when the result needed might be safety as well as compliance. If the instructor doesn't understand this, then they will not be able to convey this while training.

Casi más importante que la información que se proporciona es el facilitador que la hace llegar a las personas. La información está en cualquier sitio pero debemos contar con profesionales que la sepan transmitir y, al igual que el mundo empresarial evoluciona, también lo hacen las técnicas docentes

The trainers need to get equipped with the critical training skills and the experienced ones can learn the innovative methods of training to make the process more lively and interactive....Every trainer needs to be trained and needs to be updated with new technology... Train the trainer is indeed needed all the time...

From experience, I highly recommend you use expert trainers. Ensure that trainers delivering the training programs are subject matter experts with relevant experience and knowledge. These trainers should have a deep understanding of the content and the ability to effectively communicate and engage with participants.

Constructivism is the watchword. When an environment is created where learners construct knowledge through feedback and reviews, your workload as the trainer workload is reduced. After a while, you even begin to see yourself as a learner.

Feedback shouldn't just be an employee thing. It should also come from other trainers, people who sit in and audit the class, and participants should evaluate one another on their participation. In this process, the more open the trainer is the better they will become. Exponentially better.

If seeking feedback, be prepared. When names are tied to the feedback, learners often fear consequences, favoring anonymous feedback. Trainers must take feedback seriously, adjusting content to avoid generic responses. Employ varied feedback forms, combining open-ended responses and multiple-choice selections for clear direction. Note that emotional bias, workload, training type, and mandatory status can influence feedback. The overall culture, encompassing training and company ethos, impacts responses.

#6 (solicit feedback) & #3 (evaluate training outcomes) are two sides of the same coin. If there are no integrated evaluations of the material by users, trainers and creators - then you are not open to soliciting feedback. Furthermore, both feedback and formal evaluations need to be part of the fabric of everyday work life or else quality is just an external 'thing' to be achieved as opposed tobeing an extension of the team. Lead by example and always fight for your team! PS: don't become the Boeing of education and training!

In my experience, one key to maintaining the quality of training is adjusting your communication style to match the emotions and expectations of your audience. When I tailor my communication to resonate with the specific hierarchy level I'm training, it greatly enhances the quality of my training. It's all about connecting with them on their level, which helps make the training more engaging and impactful.

Maintaining training quality involves a combination of thoughtful planning, continuous evaluation, and adaptability. Create content that is interactive, relevant, and engaging to keep learners motivated and interested.Incorporate a mix of learning methods (e.g., videos, simulations, discussions) to cater to diverse learning styles.

Here are three points I consider are important for maintaining the quality of training: 1. Availability of coherent, logical, and relevant training resources for the learners 2. A conducive training environment 3. A robust mechanism for soliciting feedback and then working on it.

Training should be engaging, based on need, and interesting. The relevant information should be provided with real-life context. The quality of training can be maintained with follow-up, monitoring, and evaluation from the execution of the takeaways.

From the context of training, design thinking can be woven by emphasizing the incorporation of real-life applications and encouraging active engagement. By integrating design thinking methodologies, I was able to foster innovative problem-solving and creativity in developing training content, ensuring that it resonates with the individual needs of participants and maintains relevance. Additionally, Design Thinking principles can guide the establishment of a feedback mechanism that continuously improves the training experience, aligning with the iterative and user-centric approach of Design Thinking.

Hard work, continuity and dedication are success factors! Anything else you would like to add will help you maintain training quality skills. Whether you chose to have classes online or in person, every step you make towards improving yourself is what you should call "a career goal".

Work with your audience to define "quality." Time and resources are often wasted chasing unnecessarily details. Focus on utility over form - as long as poor design doesn't get in the way of a resource's usefulness. The audience ultimately defines the quality of the training - not the SME or L&D.

The key element here is not to maintain, but to reach the next level on quality. Let's go through an example. If you want to stay fit you need to do training at least 2-3 times a week. But if you want to enter a competition you will need to fulfill entire week. It's the same with training skills.

Maintaining training quality involves regular data updates, refining model architecture, and continuous human oversight to minimize biases and errors. Robust evaluation, feedback loops, and addressing ethical concerns are key. Ongoing research and collaboration with experts help ensure a high standard of performance and safety.