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By Jeffrey L. Bodimer
A few final thoughts on the design of the program:
1. According to the Wall Street, journal, most adults write at an eigth-grade level.Therefore, always follow the acronym of KISS (Keep It Simple, Sweetie).
2. When scheduling the training session, attempt to keep your groups diverse.This promotes healthy discussion, and is a five example of how concepts can relate throughout the organization and/ or workgroups.
3. Attempt to have a point-person or a trainer in each work area.This concept can serve two purposes:
a. If a new system or procedure will be introduced, have this point-- person learn the system or procedure, and have them train the staff. One always learns something better when they are required to teach the concept.
b. It helps having a local resource within the workgroup.This would allow for more questions when the level of understanding is low.The associate would not feel threatened by someone they sit next to everyday, versus a trainer from the human resources or organizational development area.
So, What is the Best Type of Continuous Training Program or Training Method?
The best type of training program for a work group and/or existing staff would be one tailored to their needs. This concept brings about a whole other issue. How do you know what their needs are? One way is to work with the staff members who are responsible for the area. If it is possible, do a random sampling of the performance reviews and look for consistencies in any "areas of development."
Another approach could be to conduct a training-needs-assessment and ask the staff members themselves what skill sets they would like to develop. This approach should always be done in an anonymous format, to ensure the best possible results. People tend to be more open and honest when they know they will not be reprimanded for identifying their weaknesses.
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