Build a comprehensive employee development plan for each of your employees. Link the training plan with Strategic Workforce Planning goals and use employee performance software to measure results and effectiveness of the training.
Note: the strategic workforce plan is typically the human resources component of the strategic business plan - this plan is often developed for a longer period of time and blends workforce plans with business objectives and goals.
How to maximize your return on investment (ROI) for employee development and increase the effectiveness of employee training? make sure you not only plan, but that you execute the plan, measure performance improvement and track results to the objectives (and act accordingly).
Employee training can help you develop your employee's skills, and help you to build your products and/or services to a higher level; in turn, this will help you maintain existing clients and attract new ones.
However many small business owners feel that they cannot afford the investment of sending their employees off for training, or bringing in-house a trainer. These business owners feel that they often do not see enough of a return on investment (ROI) for their training dollars.
For you to see the return, you need to ensure that your employees not only learn something new, but also that they use that new knowledge and retain it. Before you invest in training, develop an employee development plan (including learning and performance goals) with, and for, each of your employees.
For example, if you want to improve your employee's written and verbal communication skills then you need to provide communication skills training that focuses on practicing writing business communication pieces and that focuses on handling verbal encounters; on the phone and face-to-face.
In both cases, added emphasis should be on stressful situations, such as customer complaining, co-worker upset, supplier angry, etc.).
The employee training and development must also enable the employee to integrate new knowledge easily into everyday work life.
After completion of the individual training program, make sure that you sit down with your employee and provide constructive feedback in terms of the benefits of the training and reinforce the knowledge gained. Also ask your employee to provide feedback on how they felt the training went (effective or not).
Employee performance software can help you track the development progress of your staff. Do you need to develop an employee to achieve a minimum performance standard? Or are you wanting to train your employees for future strategic workforce planning needs? Whatever the reason, you need to insure that you develop the plan, measure results and track improvement and performance.
Return to the Role of Human Resources for more information on how to manage your employees effectively.
Or Return From Employee Development Plan to More For Small Business Home Page.
New employees have a better opportunity for success when you provide a strong orientation for them on day one.
But follow up on that orientation, make sure that they understand what's expected of them and that they have the training and the support to do well.
During the first week, set aside some time each day to check in with them and debrief; listen closely to what they have to say and see if they highlight areas of business or process improvement: sometimes new employees see things that existing staff just don't see anymore.
Be sure to communicate progress and expected results regularly. Provide a written summary performance review after the first month - not at the end of the probationary period - by then it may be too late. Make sure the summary provides both the good results and the areas for improvement - with feedback on how that improvement can be achieved.
Communicate the organization's plan for the future and how the employees contribute to those plans and mission.
Make sure that the culture of your organization is one that attracts the type of people you want working for you. Assess your environment objectively - or hire someone to come in and do an employee survey or assessment for you.
Provide feedback regularly and consistently (and frequently for new employees or those that appear to be struggling).
Recognize good work openly and in front of other.
Consider poor performance as an area for improvement: focus on only one or two improvement areas at a time.
Provide employees with the opportunity for input into their evaluations - this should not be a one-way communication effort, rather it needs to be a two-way effort.
If there are action items that come out of the performance evaluation, and typically there need to be some goals or actions in each evaluation, then follow up - do not wait for a year to go by to check in.