Training courses for your employees

To cope with that change, employees need to keep learning new skills and your organisation needs to keep developing.

There’s a myriad of training methods that can meet your organisation’s specific needs. Being fully aware of the options — and your strategic goals — can help you get the most from employee training.

In this guide discover the importance of training courses for your employees. Unlock the potential of leveraging online training courses to support the growth and professional development of your staff.

Introducing training courses in the workplace

Learning and development strategy

Training courses are best delivered as part of your organisation’s wider learning and development (L&D) strategy. When training is planned strategically, you can address gaps in workforce capability and link courses with wider business goals — including your HRM strategy.

From L&D strategy to training action

Your L&D strategy should detail learning aims, investment in training resources and plans for putting training into practice. Issues to consider include:

• Setting training priorities: decide how often organisational training needs should be assessed and who is responsible.

• Methods of assessing individual training needs: include the use of employee appraisals, performance reviews and personal development plans.

• Allocating training resources: to ensure training plans are implemented, it’s essential your organisation reserves a budget and any other necessary resources.

Equally important is selecting the right training course methods.

Choosing training methods

According to the Australian Skills Quality Authority (ASQA), the most popular methods of training for businesses include: eLearning (online learning), coaching/mentoring, instructor-led training, hands-on training, case studies, collaborative training, role-playing, and simulation training; with a strong emphasis on utilising online platforms to deliver training to geographically dispersed teams and cater to continuous learning initiatives. 

The methods you adopt should fit your learning goals and strategy. You might consider:

• How different types of training courses can meet your learning objectives.

• The role, seniority and education level of the learners.

• The available training budget.

In-house training courses

The popularity of in-house training is perhaps due to its flexibility and cost-efficiency. Conducted by line managers or other knowledgeable staff, in-house training comes in many forms and meets lots of different needs.

• On-the-job training is often used during staff inductions to bring employees up to speed with the duties of their new role. It can also address changes in roles and technology.

• Employee development courses usually focus on longer-term training and are usually reserved for senior staff, specialists and graduates as part talent management programmes.

• Coaching and mentoring utilise one-to-one discussion with a more experienced colleague or external coach, to develop the employee’s skills and knowledge.

• Shadowing allows employees to learn skills and competencies from their superiors and is useful in readying staff for promotion.

Training courses outside the workplace

Training courses outside the workplace can offer protected learning time and the chance to practice skills in a risk-free environment. With input from external trainers, you can also introduce new skills and ideas that aren’t already present in your organisation.

E-learning

E-learning can be cost-effective and flexible, in that you can deliver the same content again and again to many employees. It’s important to remember that e-learning doesn’t suit all learners and is often seen as less engaging than traditional methods.

Your legal requirements to train employees

In Australia, employers are legally obligated to provide training to their employees, primarily under the Work Health and Safety (WHS) laws which require them to ensure workers receive the necessary information, training, and supervision to work safely in the workplace; this includes providing induction training for new employees. 

Evaluating training outcomes

Training can be a major investment — so you probably want to make sure you’re achieving your learning goals. By conducting training evaluation, you can create a feedback loop that helps you to continuously improve training methods and your L&D strategy.

Evaluation methods to consider include post-training questionnaires, tests or examinations and measuring overall performance improvement.

BrightHR and your employee training needs

Allow us to help you with all of your L&D and training needs. BrightHR’s dedicated round-the-clock team of HR experts is at your disposal 24/7, ready to answer any of those burning HR and employment relations questions.

Plus, gain access to e-learning courses with BrightLearn. The learning management system fully integrated with our HR software. Providing you and your team with over 70 online courses to support the development of everyone in your business.

Book a demo or call us on 1 300 029 198.