Two Alternatives to On the Job Classroom Training

Time and travel create the need for the business world to get creative about how to deliver meaningful and effective training to their workers.  Video conferencing and using an online learning management system (LMS) are excellent choices for many topics.  Not all of our clients find video conferencing affordable and not all topics on an LMS are the right fit for internal policies, etc.

Check out these two alternatives to on the job classroom training that relieve the burden of interrupting the work day and lessen the cost that can be associated with training in the physical classroom.

Internal Webinars

Not every topic is a good fit for a webinar.  It can certainly be utilized very successfully for updates to existing policies and procedures.  A webinar may be ideal for and review and refresher training.  Webinars are a perfect choice to teach product knowledge.  Plus, it is an ideal way to record and archive a training program that others can view when the schedule works best for them.

Training Packets

On occasion, the solution for addressing change orientation training or introducing an easy-to-understand process or procedure can be the development of a standalone training packet.

This alternative calls for the training department to establish a clear line of communication with all supervisors and managers on how they, and those that report to them, are expected to engage with the training packet.  Also, point out to the managers the value of this approach; no one is taken off the job or sent offsite to training.

Still learning,

Honey

What Do Employees Learn in the Training Session?

Pros and Cons of Testing Employees on Training Topics

Pre-testing

You can use pre-testing in the early stage of content design and prior to finalizing learning objectives. When administered correctly, this approach allows a trainer to better form content to fulfill the learning objectives. This option takes the guesswork out of content generation and lets a trainer know what topics need the most attention. The other would be as part of the introduction to a training subject or topic. With this option, attendees get a read immediately on why they are here and what they are expected to learn.

 

When creating a pre-test, design questions that will check the knowledge level of the course content. This should not be a simplified version of the learning objectives, but instead a test of the knowledge needed for a learner to be successful in the training session. Focus more on “what they know” versus “what they do not know.”

 

Example: When training tellers on REG CC develop questions that indicate their understanding of the hold process for a pre-test. Or when training new accounts staff on proper procedures regarding a corporate account develop questions pertaining to definitions involved in the procedures and required documentation from the customer.

 

When administering a pre-test, lessen learner anxiety by explaining the process is simply to gauge the wide range of knowledge represented in the training session and that no grades will be recorded. The learner should always have ample time to complete any test and it should be given early enough that the trainer has time to analyze the results.

Post-testing

A well designed post-test should measure comprehension of the learning objectives and, where possible, changes in behavior and attitudes. Ask learners to provide examples of how they will put this new knowledge to use. Using a rating system, have learners rate feelings and attitudes towards training after completion and compare them to the same questions before training.

 

Use the results from post-testing to modify or correct future training. If a question is answered incorrectly by the majority of test takers, investigate the cause and make adjustments. Also, use results from testing to fine tune the questions for future use. With feedback from learners, try to gauge the understanding of what was asked and what was confusing or needed more clarity.

 

Post-testing also gives the opportunity for an open conversation with the learner and their supervisor. Share the results openly with the appropriate supervisors and ask that they follow up with the learner. Test results will give the supervisor information on which learning objectives were mastered by the learner and which concepts need reinforcement.

Still learning,

Honey