Meeting The Training and Education Needs For Project Team

In the best of all possible worlds, a directed corporate training and education program would be able to single out and identify employee knowledge and experience; strengths and weaknesses; and other factors on an individual basis and have the intent to build a better and more highly-qualified worker. Doing so would not only make a more productive and effective staff, but also has the added bonus of increasing each team member’s loyalty and dedication to the organization.

To increase educational participation and the retention of knowledge, there are a number of practices that can be used to reach the masses but still have people feel encouraged with the “personal touch” your organization extends to them.

  1. Personnel and personal: Personalization helps actual people, not groups, to attain better learning goals. It does so through specific learning destination plans or maps, agreements between employees and employer to attain certain knowledge points, and through self-directed educational enrichment programs. To make this possible requires having expectations and a snapshot of goals before and after training has occurred and developing a realistic plan on how to reach them.
  2. Knowledge on a diet: For people who don’t have the time or ability to focus on something for a long period, setting up training in small digestible pieces is important. Think about meetings you’ve gone to and try to recall how long it took for individuals to seek distraction…was it between five to 10 minutes? As compressed as our time gets with business and with technology, we are looking for ways to fast-forward to answers and do what is needed in a shorter time frame. Delivering lessons in small bites allows learners to focus where they need to and to decide what tasty morsels might be more in line with their palette.
  3. Snails and cheetahs: People learn through different ways, and at their own speed. staff members must be allowed to set up their own times when they can focus on material and to optimize their educational experience. Putting the responsibility of scheduling on the shoulders of the individual also empowers them to make decisions that will help them retain and recall the information gained in a training session. They can also establish their own targeted goals and find the resources they require on an “as-needed” basis, without other time constraints.
  4. What’s your tech? Training through online access can provide great freedom in terms of how learners set up time to take courses (and what material they choose). The medium also provides access through a variety of technologies and devices that gives individuals the ability to access the content almost anywhere. Portable technology like laptops, tablets and phones are the usual go-to tools, but access also requires connectivity in many cases. Provisions for downloadable learning may be something you want to look into.
  5. Shared experience: As much as each person has their own perspective to bring to the training experience, it’s also helpful to have a means through which they can communicate the knowledge they’ve gained to others. An organization that provides a collective and collaborative learning repository can help company peers resolve a variety of challenges and simultaneously create a library of solutions for timely/after-hours access, as well as an educational and experiential tool for new hires.

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About the Author: SME Enabler

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