| Products & Services |  |
|
 IMPROVING EMPLOYEES |
Employees want to feel as though they have value, and that their employers find them valuable enough to invest in their continuous growth and marketability.
Employer commitment to training becomes a reality to employees only when it is focused on the specific employee abilities that measurably grow the employers business. KEi therefore provides two tools that give employers the means to define, deliver and measure the effectiveness of training content that is targeted to:
Tool #7, Skills Improvement Planning supports the need for employer sponsored training programs to develop the skills that are necessary for each employee to most effectively do their job. Managers, supervisors and employees should work together to build an individualized training plan for each employee.
Both the employer and the employee have responsibilities in this process. Employees have the responsibility of improvement - it is up to them to strive to improve their abilities to perform the skills they were hired to apply. It is up to the employer to make that possible.
Setting the individualized training goals requires interaction between an employee, their direct supervisor and their team leader. Individualized training sounds complicated, but it is simply developing the appropriate abilities that are identified in the hiring process.
This tool emphasizes training content for four specific improvement categories:
Tool #8, Training Scheduling, Delivering, Recording & Measuring gives employees the mechanism to implement their personal skills development plan through completion of the appropriate employer sponsored training programs.
Existing training curricula are converted to Internet applications, so that employees can access the training at any time right from their own computer and at their convenience. Once an employee completes the training, this tool makes it easy for the employee and or the training administrator to record completion for tracking purposes.
Measuring the Impact…
Too often when employees attend training, employers have no way of measuring effectiveness of the training and the honest impact. Many times employees walk away from training feeling that it was "good" but they do not know how or if it can be implemented.
This tool measures training effectiveness on four different levels. The first two levels measure the training itself, the second two levels measure impact on results:
Level 1: Are the training activities acceptable to the employees? In other words, do they see the immediate value? What suggestions can be made to help improve the training? This measurement is taken immediately following the completion of the training program.
Level 2: Does the training content apply to the employees' actual work? Is it really useful to them? This measurement is also taken at the conclusion of the training program.
Level 3: Do the employees make changes as a result of the learning being applied? Are they actually using it? This measurement is taken 2-4 weeks following completion.
Level 4: Are the changes that the employees make measurably improving the target results? This evaluation is performed by the employee with their supervisor to determine the impact made by the training 3-6 months following completion. This tells the employer whether or not the training is a cost effective investment. This level 4 measurement step is most often ignored by employers when, in fact it is the most important.
Contact KEi for a FREE initial consultation with an Employee Retention Specialist. |