How to Organize Employee Training in a Company

"Develop your team — develop your business!"

Ideally, employee training should include the following stages:

1. Defining Strategic or Tactical Business Goals

Depending on the specific goals a business sets at a given stage of development, an employee training system is developed. This can involve introducing new technological processes or maintaining the stable operation of the company.

2. Building a Competency Model

For training to deliver the desired results, it is essential to understand the competency model for each position. In other words, there should be a clear vision of the ideal employee profile for each position within the organization. Typically, this includes 5–7 professional and corporate knowledge areas, skills, and competencies that help an employee solve business tasks. At this stage, it is crucial for company leadership to actively participate in creating the competency model.

3. Creating a List of Training Programs

Understanding business objectives and knowing the competency model helps determine the direction of the training programs.

4. Assessing the Current Level of Employee Knowledge, Skills, and Abilities

It is necessary to evaluate how well employees meet the standards currently in place within the organization. In other words, it is important to define the starting point (Point A) for those who will undergo training.

5. Developing Training Programs and Identifying the Provider

Training providers can either be internal — employees within the company — or external — specialists hired from outside.

To create an effective educational program, it is advisable to involve department heads whose employees will be participating in the training.

Employee Training Process

1. Assessment of Acquired Knowledge

Measuring results is an essential step. However, if the first four stages have not been thoroughly developed and you jump straight to the fifth — creating the training program — the results may be disappointing. It is important to remember that skill assessment is essentially an evaluation of behavior. To integrate new skills effectively, time is needed, so the assessment of changes is typically conducted after a few months.

2. Integrating Acquired Knowledge and Skills into Work Behavior

This is a mandatory and logical stage in the entire development system. For the improvement of the company's performance, it is crucial that employees integrate the knowledge and skills they gained during training into their daily work.

3. Post-Training Support

This is a desirable, but not mandatory, stage. Individual coaching after training is typically provided for top-level employees.

4. Evaluation of Acquired Skills, Reporting, and Tracking Changes

This assessment is conducted not immediately, but after some time, depending on the level and objectives of the training. It helps determine whether the training was useful, if the employee has integrated the new knowledge into their work behavior, and whether the company achieved the expected results.

5. Conclusions and Actions for Development and Adjusting the Training Program

To achieve optimal results, training should not be rolled out to the entire organization at once but should start gradually with departments that need improvement and are ready for it.

How to Assess Training Effectiveness

Evaluating training effectiveness is a mandatory step in the learning process.Firstly, it helps determine whether the results align with management's expectations and whether the benefits outweigh the resources invested.Secondly, objective evaluation helps adjust the training program and make it more effective for future sessions.

The most well-known method for evaluating training effectiveness is the Kirkpatrick-Phillips Model, which assesses training across five levels:

• Reaction of trainees

• Degree of learning

• Behavior after training

• Training results

• Return on investment (ROI)

There are also methods for assessing trainee loyalty, course completion rates, and more.

However, the most common criteria for evaluating training effectiveness include:

• Positive dynamics in the acquired knowledge and skills

• Improvement in KPI indicators

• Increased initiative and employee activity

• Higher productivity and efficiency of employees and the company as a whole

• Satisfaction of leadership with the results of the training