Employee Training Roadmap

Design & Deliver Employee Training
How to choose the best ID Model for Employee Training?

1. Design & Deliver Employee Training

Employee training is an investment in both time and money, and employers want to ensure their investment translates to performance on the job. The concept of applying the knowledge and skills trainees obtained during a training intervention to their jobs is called "transfer of training" (TOT) or "transfer of learning." The goals of TOT are twofold:

help the employee generalize skills learned in training to apply them to his or her specific role
ensure those new skills are maintained over time

A in ADDIE model: Start by conducting organizational and individual training needs assessments and gap analyses to ensure training goals and instructional content are focused on both the development and application of specific job skills and knowledge.

D & D in ADDIE model: If delivering the training internally, a focus on instructional design is critical. Develop and use realistic role-plays, simulations, and other instructional methods that allow trainees to build, practice and integrate newly acquired skills.

I in ADDIE model: During the training, trainers should work to create a learning environment where the post-application of skills is a clearly articulated training goal. Ensure that trainees are given ample time to practice skills and apply their new knowledge, including the use of job aids and other post-training learning reinforcements.

Once training is completed, incorporate mechanisms to smooth the transition from the training intervention to the specific work environment. This can be done by developing job aides and other post-training reinforcement devices.

E in ADDIE model: Employees can provide feedback on the relevancy of the curriculum and verify that it develops and trains participants and their managers on the use of these specialized post-training job aids.

In addition, make certain that supervisors, coaches, and mentors are familiar with the training content and their role in the TOT process. Accept that some reluctance to change by the trainee, peers, or management is inevitable. To overcome resistance and ensure that TOT is not derailed, customize celebrations and rewards to trainee, peer, and management post-training application and transfer.

Finally, ensure that evaluation is an ongoing process. Meet periodically so trainees can share their training application plan and progress with their trainer, supervisor, coach or mentor.

2. How to choose the best ID Model for Employee Training?

Some models are too time-consuming to implement or that they don't leave enough room for reevaluation and revisions. You need to look at the complete picture before deciding on eLearning models.

You must consider the needs, expectations, backgrounds, and experience levels of your trainees. Personalization is key to generate interest and improve the relevancy of your online training program.

Ask around colleagues about suggestions and advice

Even if their experience is somewhat limited, they may already have their go-to models. After all, they have an insider’s point of view.

Browse around for recommendations

There may be ID pros outside your organization who can recommend ID models you’ve overlooked, maybe their favorite strategy is a hybrid that involves 3 different approaches or they advise you to steer clear of an ID model that’s at the top of your list because it’s antiquated 过时的. Social media, online forums, and networking groups are great places for recommendations.

Reevaluate Training Objectives

The Instructional Design process you choose greatly depends on your objectives and desired results. Thus, you must reevaluate your current approach, identify gaps, and clarify your goals/outcomes. How will you evaluate employees to ensure that the ID model is effective based on your business objectives?

Conduct A Training Needs Analysis

Take a closer look at LMS metrics, employee surveys, and assessment results to identify areas for improvement with a Training Needs Analysis.

A Training Needs Analysis looks at the knowledge, skills, and abilities of employees globally to determine what types of training they need to move your company towards its objectives.

A Training Needs Analysis focuses on your organizational goals and objectives and then figures out the tasks and people needed to get there. It gathers some baseline data about where your employees are starting so that you can give them the tools they need to meet your company’s goals.

How can the new ID model bridge these gaps and help you stretch your budget? Are there resources that haven’t been viewed in months? What is the underlying issue and how can you boost employee motivation moving forward? The right Instructional Design strategy allows you to explore learning behaviors and improve knowledge transfer.

Differentiate Fact From Fiction - Work on your own bias

Delve 钻研 deeper into your personal cognitions and biases to add more ID models to your consideration list, as well as eliminate those that may be popular but don’t align with your business needs.

Do An Asset Inventory - be aware of the existed resources

See which assets you already have in your library so that you don’t develop redundant content. This also enables you to choose an ID model that meshes with your current repository 存储库、知识库. At the very least, conducting an inventory 存货 can help you reduce spending thanks to repurposing, instead of having to create all your new content from scratch after you make the ID model switch.

Research The Most Popular Models

The most popular Instructional Design models for employee training have achieved their status for a reason. They have been tried and tested in the real world. They address all the crucial questions. And, they are based on scientific research, psychological principles, and case studies. You may choose an ID model that’s off the beaten path. However, researching the go-to models can help you identify the characteristics you’re looking for, as well as ID processes, steps, and pedagogical pillars that you want to avoid.

Think Ahead - sustainable ID Models

Some Instructional Design models for employee training suit your requirements now, but what about future projects? Will it stand the test of time? Of course, you can always adapt and implement new ID models as you go along. However, it’s best to select ID models that you can modify and adjust moving forward, based on new outcomes and objectives. For example, an Instructional Design process that is flexible and provides solid development guidelines. Your team can revise the process and add tasks to improve productivity. But the basic framework is still there to guide them, to help them better understand the drives, motivating factors, and cognitive behaviors that govern 治理 employee training.

Weigh The Pros And Cons

Even the Instructional Design fan favorites have their drawbacks. Weigh the pros and cons of your top choices to look at both ends of the spectrum. What are the critiques and will they have a bearing on your eLearning project? Do the pros align with your priorities and objectives? Is the supporting research still relevant and accurate, or has time diminished its validity?

Resource:

Michael Hansen (2019) How to Identify Training Needs of Employees: 8 Ways to Start

Christopher Pappas (2021) Instructional Design Models For Employee Training: Searching For Key to L&D Success