{"id":10956,"date":"2021-06-24T09:41:25","date_gmt":"2021-06-24T16:41:25","guid":{"rendered":"https:\/\/www.knowledgecity.com\/blog\/?p=10956"},"modified":"2024-05-23T09:01:56","modified_gmt":"2024-05-23T16:01:56","slug":"how-to-choose-which-corporate-training-courses-to-provide-your-employees","status":"publish","type":"post","link":"https:\/\/www.knowledgecity.com\/blog\/how-to-choose-which-corporate-training-courses-to-provide-your-employees\/","title":{"rendered":"How to Choose Which Corporate Training Courses to Provide Your Employees"},"content":{"rendered":"\r\n

Like many aspects in business, it\u2019s easy to underestimate the amount of time and energy needed to develop a plan for workforce development<\/a>. In addition, once a plan is in place, it\u2019s common for both management and employees to find themselves at odds over training being offered (or not), unclear expectations and conflicting priorities.

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The learning and development (L&D) needs of today\u2019s workforce are different from even one year ago. So what should companies do in order to provide the most appropriate training courses to their corporate employees \u2013 training courses that will add value and ROI to their bottom lines? Here are a few suggestions.<\/p>\r\n\r\n\r\n\r\n

Establish Educational Objectives<\/strong>\u00a0<\/h2>\r\n\r\n\r\n\r\n

The most important part of the corporate training decision process is to establish your educational objectives. First, divide your objectives into two tracks: the corporate track and the personal track.\u00a0<\/p>\r\n\r\n\r\n\r\n

The corporate track will include objectives that are common for all employees, regardless of job title. This might include outcomes related to diversity, workplace communication, laws and regulations, and other topics that have shared value across your organization.\u00a0\u00a0<\/p>\r\n\r\n\r\n\r\n

When it comes to the personal track, monitor objectives customized for each individual employee\u2019s personal and career goals. This will require commitment on the part of the human resource professional, and an established, positive relationship with the employees you serve.\u00a0\u00a0<\/p>\r\n\r\n\r\n\r\n

Consider, too, the sort of skills that will improve performance and personal professional satisfaction. This will include consideration of both hard skills and soft skills.\u00a0<\/p>\r\n\r\n\r\n\r\n

Hard skills<\/a> are more likely to be important in the corporate track, but not exclusively so. The same can be said about soft skills<\/a> in the personal track \u2013 they are more likely to be transferable across job changes \u2013 but, again, be open to the possibility that they may be more appropriately considered in the corporate track.\u00a0\u00a0<\/p>\r\n\r\n\r\n\r\n

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Regularly update your company\u2019s educational objectives as necessary, especially in regard to the corporate track. New laws and technologies may make it necessary to add new training opportunities or change previous offerings. As culture changes \u2013 in the world and in business \u2013 you may have things to review.\u00a0<\/p>\r\n\r\n\r\n\r\n

Additionally, maintain detailed reports for each of your individual workers that clearly show short-, middle- and long-term developmental goals, and track completed courses and how they connect to the worker\u2019s plans. In this way, the established educational objectives can be articulated frequently and used to build a workforce that\u2019s beneficial to both the company and the individuals employed there.\u00a0<\/p>\r\n\r\n\r\n\r\n

Understand Learning Styles<\/strong>\u00a0<\/h2>\r\n\r\n\r\n\r\n

There\u2019s still a lot for us to learn when it comes to learning styles. Educators and trainers still debate about which learning styles are \u201creal,\u201d<\/a> and which are something else entirely.\u00a0<\/p>\r\n\r\n\r\n\r\n

Still, we all understand that we learn differently from each other, and there are modes in which we learn better than others. For example, some of us learn better by reading. Others, by listening to lectures. Educational philosopher John Dewey understood that many of us \u201clearn by doing.<\/a>\u201d\u00a0\u00a0<\/p>\r\n\r\n\r\n\r\n

As you work through the sorts of courses you\u2019ll offer, take time to consider the learning styles they use, and deliberately target multiple learning styles. In other words, find courses that have the same learning objectives, but approach instruction in different ways. That way, you can match each employee with the style they find most powerful.\u00a0<\/p>\r\n\r\n\r\n\r\n

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There are numerous online tests<\/a> that help people discover which learning style works best for them. Encourage employees to self-evaluate and work through the tests; they may be surprised to find out they don\u2019t really learn the way they thought.\u00a0<\/p>\r\n\r\n\r\n\r\n

Understand, too, that some people excel at learning by using more than one approach, so organize your training accordingly. You\u2019ll find the concept of Multiple Intelligences<\/a> useful here. In short, psychologist Howard Gardner<\/a> has theorized that each one of us excel in a few different modalities of learning<\/a>. According to him, those intelligences are:\u00a0<\/p>\r\n\r\n\r\n\r\n