Next, think about your budget—both overall and per employee or position, again, giving priority to compliance and key job roles.
As you begin to put together employee compliance and best practices training, think about targeting training to workers based on their responsibilities. Training in specific skills … say, use of a particular technology, should be offered to employees who use that technology. It may also be helpful to divide your offerings between supervisor- or manager-only training and general employee training.
Inside, Outside, All Around the Town
Now you’re ready to begin sourcing training. You have a world of choices to match to your needs, budget, and timing requirements. You can contract for onsite or offsite training, or the more economical and individualized option of online training, which gives you the advantage of flexibility and accommodates individual employee schedules. Also take note of training and education offered through professional and trade associations. Or you might opt to allow employees to find their own training programs, with reimbursement upon your approval.
Training Report Card
Whatever training formats you choose, ensure that they are accessible, efficient in both time and cost, and measurable. Employees should be able to demonstrate their new knowledge, or be formally tested, as part of the training. Every position or employee should have an individualized training program, including a timetable and goals, which should be documented.
On a related note, evaluate the effectiveness of the training program itself at regular intervals, to make sure it remains a good fit for your employees and business needs.
Finally, whatever training you decide to offer, communicate it clearly and uniformly to your employees. You’re making an investment in your employees’ careers, and they should be made aware of your commitment. Consider offering small incentives or otherwise celebrating those employees who excel or achieve in your training program; this will motivate and inspire others.