A crucial and common aspect of employee development is continuous training. Through continuous training, benefits such as increased employee confidence, reduced knowledge gaps, and diminished errors can be realized. However, 1 in 2 companies in the U.S. do not have formal training strategies in place to address skill gaps. Developing a plan, navigating challenges, and implementing it can seem difficult, but will lead to valuable rewards. 

Selecting What’s Best for You

There are many different types and methods of training. It’s important to pick the training that best fits your organization and goals.  

Delivery

The 3 main types of training delivery methods are web-based, instructor-led, and on-the-job.

Web-based is the most flexible, as it can be completed during employees’ downtime. However, the ability to discuss the information is lacking, and not every topic can be covered.

Instructor-led training is great for training groups of employees in a centralized location and can help build relationships through discussions. Yet, it can be difficult for some companies to pull people from their job duties for hours or days.

Lastly, there’s on-the-job, which is the most straightforward way to learn and the quickest, as employees are a part of the execution of work. However, on-the-job training requires a colleague to teach, and it is done while work is being performed, which can make it a rushed process. In addition, unless a structured guide is used, it is subject to what the trainer knows.

In-House or Outsource?

Another aspect to consider is to either develop the training in-house or outsource it.

In-house allows for the materials to be completely tailored to the company’s standards. It can be a time-consuming process to create and continuously update. There is also a risk of losing materials during employee turnover. In-house training can be great for larger organizations with the resources to create their own training department.

Outsourcing utilizes an external supplier for training. The content may be more generic, meaning it may need to be modified internally to company specifications. A benefit of outsourcing training is that multiple subject matter experts are developing the content, and it is continuously reviewed and updated. Additionally, outsourcing is great for smaller organizations that don’t have the time or resources to develop their own training.

Challenges

While continuous training benefits an organization, there can be challenges in implementing it. If the organization does not have a strong culture centered around learning, it can be difficult for new training to take off. Another challenge is that managers may not make it a priority for reasons such as timing or it is not based on the department’s objectives at the time. Lastly, employees may not engage with the training since more urgent tasks will take priority over learning.

An effective way to overcome these challenges is to have a champion internally to help advocate for the training, showcase the “why,” and help show the return on investment. Another way is for leadership to make training a priority and a core value instead of merely offering it.

Implement in Steps

The first step when preparing for implementation is to create an objective. A training plan can be developed from the objective, including content covered and delivery methods.

The next step is to implement. A pilot test is a great way to demonstrate the impact training can have, especially when a champion is helping to advocate for the training. Utilizing a pilot test, regardless of the delivery method, is important when implementing new training. A best practice is to create a systematic plan where a pilot group completes the training, and a regular group (the control) does not. Then, ensure that everything is measured between the groups, such as project completion times, costs, employee productivity, etc. Consistent tracking allows the new training to be used as a trial run, and the performance measures can be compared to the control group. 

Determine the Success

Once the pilot test is completed, analyze the collected data. Map out where the training group and control group started and finished. Look at any similarities or differences between the groups. The results can help decide if issues may be stemming from employees’ lack of knowledge or capabilities, equipment installation, faults, or other issues. Then the program can be modified, and flaws can be worked out prior to training being rolled out companywide. 

Implementing training can be a long process, but it should not be hard or confusing. You can successfully integrate training into your organization by knowing how to select the right methods, navigate challenges, and test to see the impact it has. Invest in training for your program today and turn potential into success.

Contact the Gas Training Association to learn more about training for your organization.