06 Best Practices for Training L&D
Summary
Organizations may foster a continuous learning and development culture that enhances employee abilities and knowledge in alignment with business goals. Employers may increase employee engagement, productivity, and retention by putting tried-and-true strategies into practice. These strategies include tailored learning paths, technological efficiency, and mentorship programs.
Additionally, adhering to proper practices in learning and development (L&D) demonstrates a commitment to employee growth, which may attract top talent and position the company as a leader in its industry. Ultimately, investing in proper practices of L&D increases an organization's performance and competitiveness. Such best practices described by the Academy to Innovate HR (AIHR) are:
- Implementing a training needs analysis (TNA)
- Analyze the skills the organization has today and those the organization needs to operate effectively in the future.
- Setting clear goals and objectives
- Work towards specific objectives
- Identify the conditions required for effective behavior
- Identify specific and measurable training goals
- Creating engaging and interactive training
- Balance the training between trainer-centered and trainee-centered methods
- Applying technology to the learning process
- Understanding the learning styles
- The VARK learning style model, developed by Neil Fleming in 1987, categorizes learners into four primary modalities: Visual, Auditory, Reading and Kinesthetic. (Fleming, 2001)
- Visual - will usually ask "Can you demonstrate that for me?"
- Auditory - will usually ask "Can you tell me?"
- Reading - will usually ask "Is there a manual for this?"
- Kinesthetic - will usually ask "Can I try it myself?"
- Continuous tracking of learning effectiveness
Application to the problem context of banking employee's technological incompetency with the
introduction of new innovative banking products.
- The bank should implement a TNA to identify specific areas of technological incompetency among employees. This analysis should consider skills, knowledge gaps and areas where employees struggle with new technologies.
- The bank should define measurable outcomes that align with the strategic objective of sales of the new banking products and the related customer service.
- The bank should focus on a more trainee-focused approach rather than a trainer-focus approach which will allow the employees to interact with the new banking applications and experience the usage and the key features of the products.
- Usage of trending learning technologies such as VR and personalized training with AI to provide a proper simulation of the usage of banking products.
- The bank should identify the different learning methods of the employees and customize the training programs to cater to the different styles.
- The bank can measure the effectiveness by reactions and the feedback of the employees and ultimately by the sale of technological banking products. By measuring the effectiveness of training, the bank can make a case for spending money on training and ensure investing in effective training initiatives.
References
Fleming, N. D. (2001). Teaching and learning styles: VARK strategies. Christchurch, N.Z: N. Fleming.
Yes and Implementing a training needs analysis (TNA) helps organizations identify their current and future skills, set clear goals, and create engaging, interactive training. Balancing trainer-centered and trainee-centered methods is crucial. The VARK learning style model categorizes learners into visual, auditory, reading, and kinesthetic modalities. Continuous tracking of learning effectiveness is essential. This blog has a lots of information about development...
ReplyDeleteYes, TNA enables organizations to tailor training programs to the specific needs and requirements of employees and job roles (Bates, 2004).
DeleteGood article about best practices that need to be followed by an organization. This article gives you the flow 6 best practices need to follow. Identify the training needs, then have a clear goal in training. creating an engagement environment in training. apply technology and go through the learning styles that can be applied and finally monitor the effectiveness of the training. s highlighted by Ghirardini et al. (2021), e-learning offers the flexibility to provide personalized training paths based on individual learners' requirements, roles, and responsibilities.
ReplyDeleteYes, e-learning offers the flexibility to provide personalized training paths based on individual learners' requirements, roles and responsibilities. However, it is also important to offer the individuals with hands on experience which is a most crucial part of learning.
DeleteHi Jerome ,adhering to these practices not only demonstrates a commitment to employee growth but also helps attract top talent and position the company as a leader in its industry. Investing in proper L&D practices ultimately enhances organizational performance and competitiveness.
ReplyDeleteIn the context of addressing technological incompetency among banking employees with the introduction of new innovative banking products, these best practices offer actionable strategies. From conducting a Training Needs Analysis (TNA) to implementing interactive training methods and tracking learning effectiveness, these practices can effectively bridge the gap between employee skills and the demands of modern banking technology.
Thank you for the comment. You can refer the application of these best practices to the problem context of banking employee's technological incompetency with the
Deleteintroduction of new innovative banking products, given in the post for more insights.
Implementing best practices in training is essential for maximizing the impact of Learning and Development (L&D) initiatives and fostering continuous growth and improvement within organizations. By adopting effective strategies and approaches, organizations can ensure that their training programs not only enhance skills and knowledge but also drive meaningful results and contribute to overall business success.
ReplyDeleteYes, the organizations should ensure that their training programs enhance skills & knowledge while driving meaningful results. 'Training Effectiveness Index' is an important indicator for the measurement of the same. It assesses the impact of training on employee performance and productivity and measures the degree to which employees apply newly acquired skills and knowledge to their job roles, by conducting pre- and post-training assessments and gathering trainee feedback. You can get more insights in my blog post 'Measuring the Effectiveness of Training'.
DeleteCreating a learning environment in banks are very crucial. When it comes to banking, there are set of rules that are governed. Proper training on them is very important. The relevant department managers can identify their training needs and develop suitable training. Additionally, mostly you can practice on-the-job training in banks. Isn't it?
ReplyDeleteYes, on the job training is more effective in terms of handling day to day operations. However, there are more trainer-based learning when it comes to the training of the Central bank guidelines and other compliance rules.
DeleteTrue, These practices foster a culture of continuous learning, enhance employee performance, and ultimately contribute to the organization's success in the competitive landscape.
ReplyDeleteYes, the banks should maintain a continuous tracking of learning effectiveness which is the measurement of the success of L&D process.
DeleteGood points. Also I think their are some approaches that can be taken to enhance employee engagement.
ReplyDeleteLike establishing a clear communication practice, good recognition and appreciation towards the employees can be some.
Yes, effective L&D initiatives involve feedback or recognition mechanisms as well. It will make the employees foster a sense of accomplishment and engagement which will motivate the employees for their own development and will also benefit the development of the organization.
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