Deploying training programs does not have to be difficult.
With the right project management strategy, deploying training programs can be straightforward and frictionless.
Below, we will look at a few keys to successfully deploying training programs, making trainers’ lives easier – and improving ROI for organizations.
But first, let’s find out what a training program looks like and why organizations need them in the first place.
Deploying Training Programs in the Digital Workplace: What and Why
Training programs are becoming a staple in the modern organization, especially in larger businesses.
There are several reasons for this.
On the one hand, employees often lack job-specific skills when they enter an organization. Training provides them with those skills.
On the other hand, thanks to digital transformation and disruption, today’s work environments are continually changing.
To stay productive, employees must continually learn new digital skills, and employers are the ones that must train them.
Reasons such as these compel organizations to train workers, but how do HR professionals deploy a new training program?
In the next section, we’ll find out.
How to Deploy Training Programs Easily and Efficiently
Here is a checklist of key components to include when deploying a new training process:
Every new business process requires a solid communication strategy.
Having one helps to improve stakeholder engagement, reduce confusion, and prevent frustration
When deploying a training program explain to stakeholders – such as employees and other managers engaged with the process – key information that can help improve support.
- Why the program is important and what value it adds to the organization, as well as to the individuals involved
- What the new training program consists of
- How it will be implemented, who will be responsible for what, the timeline, and so forth
A clear communication strategy will go a long way towards earning support and streamlining the process.
Communication strategies are one way to boost engagement and motivate stakeholders, but it is not the only way.
- Incentives that reward employees for engaging with the training program
- Accountability systems that monitor employee behavior and ensure that training systems are followed
- Modern training methods, such as digital adoption platforms (DAPs), which improve the user experience
Deliberately creating mechanisms to maximize engagement can go a long way towards improving the outcomes of training efforts.
There are a few ways to improve the implementation of a training program that can help streamline the process and reduce error rates.
For instance, the following process can offer useful insight and improve training programs while minimizing errors:
- Pilot test the program on a small group of trainees first, then learn from that test deployment
- Refine the training program with that information
- Rollout the optimized approach to all employees and new hires
Of course, these steps only apply to the actual deployment of the new training program, not its long-term execution.
For more information on executing a program over the long term, view some employee training articles on our blog.
Leadership is an essential component of any business process, which contributes a great deal to that program’s success … or failure.
Here are a few leadership tips that can help during the deployment of new training efforts.
- Leading by example, or testing the program individually, shows commitment on the part of leadership, demonstrates the value of the training program, and increases the chances that employees will follow
- Total commitment on the part of leaders – and demonstrating that commitment vocally – will improve stakeholder confidence, which is crucial to maintaining forward momentum
- Owning the results of the training deployment helps leaders and trainers take responsibility for the results – which ensures that they will work harder to fix them instead of passing the ball into another party’s court
Though the implementation of a training program is not a large endeavor, relatively speaking, leadership can still make a difference in the program’s results.
Throughout the program’s implementation, it is important to continually measure performance.
There are a few keys to doing this effectively:
- Goals should be set that reflect both the purpose of the deployment project and the aims of the training program
- Metrics tie those goals to specific, quantifiable numbers, such as employee productivity
- KPIs are key performance indicators that measure the overall health of the business process in question – during the deployment of a program, KPIs would revolve around the deployment effort and whether it is meeting expectations
Measurement and optimization are essential methods for ensuring that a program meets its objectives and performs to expectations.
Deploy Correctly and See Tangible Results
Employee training is a crucial business function that cannot be ignored in today’s digital environment.
However, successful deployment is the first step towards successful training program implementation.
Effectively deploying a training program can help training managers transition into a training program that is equally effective.
WalkMe spearheaded the Digital Adoption Platform (DAP) for associations to use the maximum capacity of their advanced resources. Utilizing man-made consciousness, AI, and context-oriented direction, WalkMe adds a powerful UI layer to raise the computerized proficiency, everything being equal.