Last week we outlined what an innovative training system (ITS) is and how it can help companies continuously improve. Upskilling, training, troubleshooting, all of that was covered. With the basics down, let’s look at how to find and implement an ITS.
It will take a bit of time and energy, but it’ll be worthwhile in the end. Here are five steps to finding and implementing an effective ITS that will work with the company’s needs.
1. Define the Company’s Goals
There are many different types of training systems on the market. With such a variety, from online resources to webinars to simulation training software, it can be difficult to find the product that fits best. Start by defining the company’s goals. What type of training is needed? How many employees will be trained? Will this be a continuous training process or something that happens only a handful of times?
When the company goals are clearly defined, it’s time to hit the Internet.
2. Research the Products
It’s worth mentioning again; there are a lot of products out there. There are several things to look for in a product, such as the return on investment, scalability, and ease of procurement. Keep in mind the company’s budget and long-term plans. While implementing an innovative training system may be costly at the beginning, it can save money in the long-run. If it is a computer-based program, like a simulation training system, the initial cost would be even less than traditional methods like seminars or lectures.
Sometimes there isn’t enough hours in a week to have training time on-site. It’s beneficial to have a training program that can be done at the user’s own pace in small, manageable chunks. Keep that in mind when researching products.
3. Take a Test Drive
Demos. They’re the fastest way to get a feel for the product. With a few products in mind, download the demos and compare. How user-friendly is the interface? How informative is the program? Is the training software engaging?
That last question is important. Gamification in training is growing in popularity. Today’s emerging workers (Millennials and Generation Z) are “digital natives.” They’ve grown up with technology, and they’ve grown up with video games. If the product is stimulating and entertaining, then training doesn’t seem tedious. It becomes something worthwhile.
4. Pick “The One”
Go through the checklist. Does the product align with the company’s goals? Rule out any product that doesn’t. Look at the products that are left. The list should be shorter now. This step is obvious, but not always easy. Pick the product that fits the best.
5. Outline an Implementation Strategy
The product has been bought. Now, it is time to implement it. Identify the employees who will be training with the product. Are they newly-hired workers, veterans looking to upskill, or both? Outline the supervisors or administrators who will be in charge of implementing and monitoring the training. Decide if the training will be done on individual computers or company laptops.
Introduce the software to the right people in the company. Clearly outline what it’s for and what it means for them. When everyone is on-board, the implementation process will go smoother.
Summing it Up
Finding the right innovative training system can take time. But well-trained employees will reduce factory downtime and increase productivity. Define the company’s goals and research products that align with them. Keep a checklist of company priorities and what the company is searching for. Ask questions, demo products, and find the perfect one. When that’s done, place the software in the hands of the right people, the employees to-be trained, and let them take it from there.
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