Developing an effective training strategy requires analyzing needs, identifying skill gaps, and prioritizing training. A successful strategy includes planning different types of training based on available resources and delivery options while staying within budget. It is important to secure management and staff commitment to training and later analyze the impact of training efforts on key metrics like customer complaints or errors. Training provides long-term benefits to employees and the business even if improvements are not immediately obvious.

1. DEVELOPINGAN EFFECTIVE TRAINING
STRATEGY
It's tempting to put off staff training indefinitely,waiting until there is more time or more money. But for you
to succeed,your employees' skill setsmustbe complete and up-to-date. Employee development is one of the
most important investments you can make in your business.
When you dotake on a training effort,you'llwant to be sure you're spendingyourmoney wisely. It's therefore bestto
create an overalltraining strategy to steeryourplans forstaffdevelopment.
Here are some guidelines to help make yourtraining efforts successful:
ANALYZE YOUR NEEDS
Take the time to carefully analyze yourneedswhen designingyourtraining plan.This will help you choose theright
type oftraining foryour requirements.
IDENTIFY SKILL GAPS
You can do this by looking at a written job description (make sure you have one!)and comparing the skills the
position requireswith youremployees'current abilities. Understandingwhere there may be gaps will help you identify
the types oftraining youneed.
PRIORITIZE
Assignthe training you'dlike to provide into categories. Is it mandatory,ornice-to-have? Ifit's absolutely required,a
training effort becomes imperative. If it reflects an idealsituation that isn't immediately feasible,you'llknowto plan
for it in the longerterm.
PLAN AND DELIVER THE TRAINING
Once you have assessedand prioritized the needfortraining,the next step is to secure whattypeoftraining you will
use and howyou will offerit. There are severalfactors to consider:
Types of training available
1. Internal resources:Askyourselfwhat resources you have in-house. Seasonedemployees may be perfect to take
on coaching ormentoring roles. Inexpensive to provide,theseare among the most effective types oftraining
2. External resources:Formalseminars,conferences,private trainers andvideos are allgood methods for
learning.These tools are more expensive,but are professionally developedand often yield good results
Delivery options
One-on-one vs.groupsessions,e-learningvs.in-personinstruction,on-site oroff-site? These questions will be
answered by a blend offactors:what's available,what bestsuits yourneeds,and what you can afford.
Your budget
It's important to balance yourneed to save with the long-termbenefit ofdeveloping staff. Try to determine the best
type oftraining available forthe amount you have to spend. Formore information,read go2HR's article on Budgeting
for Training.
DON'T FORGET TO SECURE MANAGEMENT AND STAFF COMMITMENT
Before you can execute a training program,you needto haveagreementfromthe seniorperson in yourcompany that
training is a priority. This person will need to support the plan fully and agree to milestones,costs,dates and
deliverables.

2. Employee commitment is also required. Talk to yourstaffaboutthe goals forthe training and why it's importantto the
businessthattheyundertake the learning effort. Mostoften,employees will respondfavourably to yourinvestment in
theirdevelopment. Today'semployeeslookbeyondtheirpaycheques; they value and embrace opportunities to learn
newskills.
ANALYZE TRAININGEFFORTS AND THEIR IMPACT
Training can be costly,so you will want to assess its impact. However,sometimes its effect cannot be translated
simply into bottomline dollars and cents.
Ideally, you might trackvariables before and aftertraining to verify improvements afterdevelopment efforts. Ifthe
training was on customerservice,the endresult may be fewer customercomplaints and/oran increasein sales.
Training on a new computersystemmay net fewer errors orquickerprocessing. You may need to reviewwhy you
sought training to begin with and whether yourconcerns have been remedied.
THINK LONG-TERM
Changes may not occurovernight,so it's important to be patient. Training is a long-terminvestment,andoften the
benefits are not immediately obvious. However,yourefforts in developingyourpeople will help you in many
ways.Staffwill be more knowledgeable,they'llbe more likely to stickaround,and yourcommitment to training will
help you earn a reputationas an employerofchoice.