What is a training timeline and where are learners within it? In this blog, we'll explore how to identify the different stages of the training process and discuss how to move forward from each point.
Onboarding is usually the most first type of training that comes to mind, since the learner is new and knows nothing about the organization's process, products, or rules. A vital stage, updated and engaging onboarding is a surefire way to ensure new employees understand how to best do their job.
This stage can be customized depending on role, rule, or product. For example, Knowledge Anywhere has resources that can tailor specifically towards onboarding product training for sales representatives. This kind of attention to detail will only help employees clarify how they can succeed within your company.
The title of this stage is vague for a reason - general, anytime training can have many different forms. Here's a few types of training for different types of employees:
- Industry training, which would cover areas like retail, finances, technology, manufacturing, or healthcare
- Workplace-specific training, dependent on office environment. This could include safety courses, compliance, or sexual harassment
- Product training, for those who need to mechanisms or selling points of an item
- Role-based training, tailored to separate departments such as sales, human resources, or external partner training
- Skills-based learning, including employee relations or soft skills
The key here is to sit down and think about how each kind of training could elevate employee knowledge and company wellbeing. Once the correct approach is identified, get started on implementation!
Re-Engagement & Check-Ins
Sometimes, our availability or motivation dips - for those times, it's imperative that your organization has a re-engagement plan in place. It's time to utilize internal marketing strategies to reach your learners and remind them why online training is important for them and the company. Here's a few quick steps to implementing re-engagement campaigns. To see more, check out our blog about How To Implement A Captivating eLearning Re-Engagement Campaign:
- Figure out WHY learners aren't engaged
- Evaluate your learning materials
- Create need and make it urgent
- Launch an internal marketing strategy
Refresh & Renew
The biggest mistake trainers can make is assuming that they're done after a course has been completed by learners. In truth, there is no "end" to training - it's a continuous cycle of lifetime learning, which should be refreshed and renewed often. To stop training is like saying there's no more to learn!
If you find yourself not creating or managing any training at the moment, rethink where your organization's training fits within this cycle. If you need some inspiration here's a few starting blocks to help: what can you do to make it more relevant to users? How can your company be improved by enhanced employee skills? Are all certificates, information, and products up to date? Is your compliance training refreshed and up to date? Have you created a 1 year LMS check-up?
Learning is an ongoing, lifelong process. Your training should be no different! Check-in with your learning platform constantly, for optimization and improvement. The goal is to think of corporate training as less of an event, and more of an experience. For any questions about eLearning, talk to an expert for free today!
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