Training & Development: 6 Best Practices For L&D [2023]

Summary

This video discusses how training and development can enhance organizational success, using Austin’s response to the pandemic as a case study. It explores key differences between training (short-term skill-building) and development (long-term professional growth), and emphasizes six best practices for effective training programs. These include assessing training needs, setting clear goals, balancing trainer-centered and trainee-centered methods, leveraging technology, adapting to learning styles (VARK model), and measuring effectiveness. By investing in targeted employee training, organizations can improve productivity, engagement, and adaptability, ensuring resilience in times of crisis and ongoing competitive advantage.

Takeaways

• 🏙️ The city of Austin adapted to the pandemic by transitioning critical services to remote work, using an online learning platform to upskill employees.
• 💻 Training and development help improve employee skills, knowledge, and competency, leading to better job performance and organizational success.
• 📚 Training focuses on teaching immediately applicable skills for specific jobs, while development aims to broaden knowledge and fit long-term professional goals.
• 🚀 Investing in employee development keeps organizations competitive, enabling them to adapt to changes like technological advancements and disruptions.
• 📝 Austin conducted a Training Needs Analysis (TNA) to identify the skills required for remote work, focusing on digital literacy, online collaboration, and resilience.
• 🎯 Setting clear learning goals and measurable objectives is essential for designing effective training programs that address specific needs.
• 👥 Combining trainer-centered and trainee-centered methods, like videos and interactive sessions, increases engagement and information retention.
• 🌐 The right technology, such as Learning Management Systems (LMS), supports successful training programs, but it must align with organizational goals.
• 👩‍🏫 Understanding employee learning styles (Visual, Auditory, Reading, Kinesthetic) allows for more effective training program design.
• 📊 Measuring training effectiveness with models like the Kirkpatrick Evaluation Model ensures that training investments align with and support business goals.

Q & A

What challenge did the city of Austin face at the start of the pandemic?

The city of Austin faced the challenge of keeping essential city services running while ensuring the safety of its employees, many of whom were not prepared to work from home due to limited digital literacy.

What was the purpose of Austin's online learning platform during the pandemic?

Austin's online learning platform aimed to upskill employees in digital literacy and online collaboration to enable them to work remotely while ensuring critical city services continued uninterrupted.

What is the difference between training and development according to the video?

Training focuses on teaching specific skills and knowledge for immediate job performance improvement, while development is a long-term process aimed at broadening or deepening knowledge aligned with both individual and organizational goals.

Why is training and development important for organizations?

Training and development are important for enhancing employee skills, increasing productivity, boosting employee engagement and satisfaction, improving retention, and helping employees adapt to technological changes and evolving customer needs.

How did Austin conduct a Training Needs Analysis (TNA) during the pandemic?

Austin's TNA involved analyzing the current skills of employees and identifying the skills needed to work remotely, such as online collaboration, digital literacy, and emotional resilience, to keep essential services running.

What are some key elements to consider when designing a training program?

Key elements include setting specific objectives, identifying conditions required for effective behavior, and establishing measurable training goals. Engaging training design should balance trainer-centered methods (e.g., seminars) with trainee-centered methods (e.g., simulations).

What technologies did Austin use for its training program?

Austin used a third-party Learning Management System (LMS) to manage their learning programs, allowing them to deliver content and track progress. Newer technologies such as VR training, metaverse onboarding, and AI personalization were also mentioned as future possibilities.

What are the four learning styles described in the VARK model?

The VARK model describes four learning styles: Visual learners (prefer visuals like charts), Auditory learners (prefer listening), Reading learners (prefer written text), and Kinesthetic learners (prefer hands-on activities).

How can organizations measure the effectiveness of their training programs?

Organizations can measure training effectiveness using the Kirkpatrick Evaluation Model, which assesses reaction (employee feedback), learning (knowledge gained), behavior (behavioral changes), and impact (business outcomes).

What benefits can organizations gain from investing in employee development?

Investing in employee development can increase productivity, enhance job satisfaction, boost employee retention, and improve adaptability, resilience, and innovation within the workforce.