How To Create Comprehensive, Efficient, And Cost-effective Training Plans

cost effective trainingManaging a company’s Learning and Development program requires extensive research, preparation, and planning, in order to ensure employee needs are addressed, objectives are met, and training dollars are spent wisely.

What Training Do Employees Need?

When determining what training your company’s employees need to complete projects, improve skills, or meet goals, several internal resources can prove helpful.

Employee Goals

Hopefully, your company encourages employees to set goals during the annual review process. As an L&D manager, learning what training needs employees have included in their goals will help in planning training expenditures for the year.

Annual Reviews

Speaking of annual reviews, take the time to discover if managers comment on a technical skill deficiency in employee reviews. Managers typically know if an employee could use new or advanced training in a subject, and likely note this on review paperwork.

Upcoming Projects

Your company should have a project management tracking system that allows you to learn what projects are in the pipeline. Discuss upcoming projects with other managers, and ask for their input regarding employee preparedness for completing tasks associated with the project. Do they know Sue needs to bolster her JavaScript skills in order to accomplish her assigned tasks? Is John’s C++ in need of fine-tuning before he can meet his objectives?

Job Transitions

When an employee transitions into a new role within the company, training can often be the key to success. Whether the employee is looking to move into a new position, or a manager notices potential and recommends a change for the employee, it’s important to make sure the employee is equipped to handle the change with confidence.

Internal resources alone may not provide enough information regarding training needs, particularly if the needs are software-related. Due to the rapid pace at which technology changes, it may not be immediately clear that employee skills are not current. Bringing in a third party consultant to assess the current environment and complete an internal survey of employees can contribute missing details to the internal research you have completed. A consultant should contribute in-depth knowledge of current trends to the assessment.

All of the research findings should be compiled into a roadmap – a plan to keep the organization moving forward by helping the team stay competitive and meet objectives.

Maximize Training Opportunities for Efficiency

Pulling information together from a variety of resources can help you build a big-picture analysis of training needs within your company. This can also highlight what training needs different employees have in common.

Often, several employees have training needs that overlap, particularly employees working together on a project or with similar job descriptions. This provides an opportunity to maximize training dollars through group training. Group training allows employees to meet objectives together, fostering a sense of camaraderie and offering a support system. Meeting the training needs of multiple employees at once saves time and training dollars – rather than sending individual employees to conferences or courses sporadically, the training is consolidated and completed at once. Group training also ensures that employees who need training on the same subject receive the same training – no one misses out on important information or receives subpar instruction.

Another important factor to consider is the level of customization needed in a training program. Particularly if the training is related to a project or company-specific need, customized training may make a difference in how successfully the employees fulfill objectives. If multiple employees will complete the training in a group setting, customization is crucial to meeting training objectives – no two employees will have the exact same needs or ability to process information, and a good instructor’s ability and willingness to fit the training to the individuals of the group will maximize the return on training investments.

Overall, L&D managers are under a lot of pressure to ensure employees receive the training they need, to find training that is high-quality and cost-effective, and to stretch training dollars to their maximum efficiency. The DevelopIntelligence team understands the expectations placed on these managers, and has demonstrated its commitment to being a valuable resource in training roadmap creations.

Bring in the Experts

Our team members are experts in helping L&D managers manage effective developer-oriented learning programs. Additionally, we conduct periodic surveys of the development community to learn what insiders have to say about the current and future industry trends, ensuring the DI team has the most relevant information to contribute to training plans.

DI team members are adept at creating a company-specific learning plan designed to meet strategic business initiatives, enable efficient and effective technology adoption, and helping the company stay competitive and retain top talent.

Additionally, we can provide customizable training and resources to the coding community, including programmers and L&D managers. Courses we currently offer include multiple options in Java, Scala, server administration, HTML5, CSS, Ruby, OOAD, Hadoop, software architecture, C++, mobile and more.

If you have questions about what we offer, or need help planning training for your team, give us a call at (877) 629-5631, or send us an email. Our consultants are happy to help.