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Effective Training Design & Delivery Considerations

September 19 2019 | (0) Comments

Employee Training ConceptsLearning management systems (LMS) have become a technology asset for many businesses across the globe. Relying solely on instructor-led training (ILT) is a thing of the past as there are many benefits to gain from investing in an LMS. The research firm MarketsandMarkets projects that the LMS market will be valued at roughly $15.72 billion by 2021 in comparison to its $5.22 billion valuations in 2016 – that’s a tremendous increase! The effectiveness of an LMS relies on both the LMS technology and the quality of your training content. There are some very basic principles of training course design and delivery that will ensure your training objectives are met and that you are utilizing your LMS to its fullest potential.

Develop the Foundation of Your Training Strategy

Training objectives are the foundation of an effective training strategy. Creating clear and concise objectives helps to establish the standards that will set the bar for employees and identifies what they should be able to accomplish when training is completed. The most efficient objectives can be defined through a gap analysis of employee performance.

  1. Identify current state of employee performance.
  2. Identify desired state of employee performance.
  3. Highlight the existing gap and means to close the gap.

Define Your Training Objectives

  When defining your training objectives, be sure they align with the following criteria…

  1. Is your training objective observable? Can someone verify whether the skill or desired behavior of the employee did or did not occur?
  2. Is your training objective measurable? Can the skill or desired behavior be assessed in terms of accuracy and effectiveness?
  3. Is your training objective attainable? Based on employee background and ability, can the employee realistically achieve the objective within the time constraint (if any) of a given training session?
  4. Is your training objective specific? Objectives should be well detailed. What will the employee know/be able to do once training is completed?

Enhancing Employee Motivation and  Engagement is Key

Employee motivation is the key to successful learning outcomes. For training to be most effective, employees must be self-driven and want to learn. To enhance employee motivation and engagement, we must assess the affective domain of learning or the domain of learning which involves feelings and attitudes. The affective domain can be categorized in the following ways…

  1. Valuing: Can the employee see the worth of the training material?
  2. Organization: Can the employee prioritize the training material?
  3. Characterization: Will the training material be valued enough by the employee to internally motivate them?

One way we can improve training engagement amongst employees is through set induction. A simple way to define set induction is a statement of learning. Arouse employee curiosity by incorporating questions, statistics, or anecdotes which relate to their training objectives. Set induction makes the training material real, in a sense, and will enhance the perceived value of the training material provided.

Employee Training Delivery 

If you’re looking to provide the most positive learning experience, you’ll want to deliver your training using methods that your employees would be receptive to. For example, are you training millennials or Gen Z employees? If so, these types of employees may be far more receptive to online learning as opposed to instructor-led training. Alternatively, if your employees are from an older demographic, they may prefer more formal training. Whatever delivery option you choose, the following steps should be considered.  

  1. Tell employees what the desired behavior should be.
  2. Show employees the desired behavior.
  3. Invite employees to perform desired behavior (begin with easy skills to build confidence/gain proficiency).
  4. Encourage employees. Highlight correct behavior before telling employees what needs to be improved upon.
  5. Correct employees by providing feedback to improve future performance.
  6. Provide Closure. ( [1] Summarize key points of training, [2] show the ways in which the skill is useful, [3] Transition to the next phase of training.)

Employee Training Delivery – LMS vs. ILT 

Learning Management System

Instructor-led Training

1. Tell
  • Read the description of skills visually.
  • Discuss skills with employees in a short lecture.
2. Show
  • Provide employees with a short video clip depicting skills.
  • Provide employees with instructor-led demonstration.
3. Invite
  • Employees attempt skills through LMS simulation.
  • Employees role play with one another.
4. Encourage
  • Track employee progression via the LMS. Quizzes and assessments can be helpful to encourage employees.
  • Verbally encourage employees highlighting correct behavior.
5. Correct
  • Provide feedback with quiz/assessment results. Reassess simulation.
  • Provide feedback. Reassess role play.
6. Closure
  • See above
  • See above

Conclusion

The margins of success of any company can be correlated to its employees. If there’s one thing to take away from these training design and delivery considerations, let it be that human beings tend to perform better when they’re driven. Therefore, it’s beneficial if you design and deliver training that employees will see as an opportunity rather than just another task. Motivated employees who are eager to enhance their skillset and potential is what will drive your company’s success in the future.

Liam Baldwin | Marketing Intern | ePath Learning, Inc.

About the Author: Liam Baldwin is an eLearning enthusiast pursuing a degree in Communication studies as well as Business & Economics. Upon graduating from Towson University in the months to come, he seeks to pursue a career in marketing. When Liam isn’t in class or working, he can be found at the gym or hanging out with friends.