Typically, human resource departments have the responsibility for handling recruiting, hiring, performance, compensation, benefits and career development. However, situations requiring a training intervention have to do with performance, conduct or behavior issue. Subsequently, developing a training intervention program involves assessing the need, developing training presentations, designing materials, and exercises. In evaluating and implementing the success of the program, the following steps needs to be taken
Do an Analysis of the problem you need to solve. Determine if the problem can be eliminated or mitigated by providing instructions that enable employees gain new knowledge, acquire new skills and learn how to use creative methods of problem-solving. Conduct a needs assessment to find out what the managers and participants expect or want from the training intervention. Identify the target audience and enlist any distinctive characteristics about them. For instance, interview employees or run focus groups to determine what steps need to be taken to transit from the current state to the desired state.
Do a design of your training program by identifying the learning objectives. Write what the participants should remember or comprehend after the session is over, act immediately once training is complete to determine if participants are able to perform or explain what they learn in details. Ideally, all your learning objectives should align with your company’ strategic goals.
Properly develop the training materials. For instance, in order to adequately support instructors in classroom or distance learning lectures, you need to create presentations for each lesson. Each lesson should consist of an introduction, a statement about the learning objectives, examples, definitions, and a summary. Exercises and tasks should be associated with a learning objective and be strategically placed throughout the period of the learning experience. Specify the time frame each exercise should take in order to have a more lucid picture of the whole process.
Careful implementation of the training process is important for a success employee training intervention program. Also ensure you have a leadership sponsorship of your initiative. Upon completion, participants or employees should be able to take action and apply what they have learnt in your training intervention program to get better results. Monitoring the outcomes is necessary also to determine the effectiveness of the program and how to fine-tune it for better result. If the intended outcome is a transactional change, people typically should continue their current way of working but apply tips and techniques learned to do it cheaper or faster. A transitional change could occur when new methods tried successfully by other people are attempted by your organization, while a transformational change occurs, when new untried methods are undertaken, usually over a longer time.
Do an evaluation of the training program. You should interview participants three to six months after the training to determine the impact of the program on their performance. Adjust your methods and techniques to capitalize on the most successful outcomes. If you find resistance to changes at the beginning, give people time to adjust to the ways of working. Carefully Identify shortcomings in the training presentations and suggest new exercises or case studies to facilitate learning. Offer rewards and incentives to encourage the desired behaviors.