In-house training programs make sense for companies that hire frequently, employ seasonal help or have unique training needs that would be poorly served by a generic seminar or course. You can tailor an in-house training program to your company’s specific situation, including your company’s processes and hiring schedule.
To design an effective in-house training program, begin by researching what areas would most benefit from improvement and whether training is the most effective way to achieve that improvement. An under-performing sales office might well benefit from extra sales training. A restaurant with a lot of customer service complaints might benefit from customer service training. However, an employee with too much work to do may not be well served by a training course that causes her to fall even farther behind. Training always takes up time, so focus your training efforts on the areas where training is most likely to prove most effective. You can also take a training course in how to design an in-house training program, including how to assess your training requirements.
You can design the materials for your in-house training program by picking an online course that seems well-suited to your requirements, by finding a helpful book or video or by writing the materials yourself based on your own experience. You can also modify or supplement existing materials as needed. There are already a number of books and videos available on some topics, such as marketing, customer service and how to use different software packages. If your company has a unique way of doing a common task or a process not widely used by other companies, you might need to write all the material yourself. When writing your own training materials, try to break down each task into a number of simple steps and organize them by the order in which those steps are usually performed.
After you finish designing your training program, you can begin offering the training to your employees. Training isn’t just for new hires – you can also offer training to established employees. For instance, you can offer a course on sales techniques to new hires as part of the orientation process and to experienced salespeople as an annual refresher course. When conducting the training, go through the steps in your training materials in a logical, step-by-step fashion. For instance, in a sales training course, you could cover the techniques for the initial sales contact, followed by techniques for overcoming objections and then for closing the sale.
Always have a clear, measurable and unambiguous goal for your training courses. For example, a customer service training course could have the goal of increasing the percentage of complaints resolved on the first contact by 10 percent in the six months following the course. If you set a clear and measurable goal ahead of time, you’ll find it much easier to assess whether your training is effective the way it is or whether it needs to be redesigned.
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