The Role of Corporate Training in The Growth of Your Company
What’s the secret ingredient of a company’s success? A dedicated, well-equipped workforce, with complete know how about their specific responsibilities. But is it okay to just recruit a professional and leave it on him/her to figure out his/her role within your organization? NO. You need to give them access to a full-fledged support system. So, how do you do that? With a comprehensive and custom corporate training program complete with in-house and development sessions.

The Employee Lifecycle & the role of Corporate Training

The employee lifecycle commences and concludes with the entry and departure of hires, respectively. Each element of this lifecycle requires targeted training. If you deliver your learning sessions as silos, they address only a specific goal at one time. For more effective learning, you need to develop training as a continuous process. Let’s find out how the training needs differ for each stage of the employee lifecycle and how you can combine the different requirements into a continual learning curve.

|The Outreach & Pre-Employment Stage

As it’s clear from the name itself, the pre-employment stage covers that duration, before a professional join your company. Here, the corporate training sessions need to educate prospective candidates about the 3 R’s -- roles, responsibilities, and risks. Job descriptions, practical task previews, and online simulations can form a part of your learning modules.

Some of the steps you can take to realize training at this stage are internships and pre-joining knowledge dissemination. You should post detailed job descriptions, highlighting the vision, mission, and business goals of your company. eLearning plays a vital role in this stage since virtual sessions do not require candidates to visit the office physically. In terms of resources, you can take the help of organizational experts and stakeholders to share their knowledge and expertise in guiding the candidates.

|The Recruitment Stage

Once you have shortlisted a suitable candidate to form a part of your workforce, you need your recruitment team set up with knowledge, regarding your organization’s goals - vision, mission & work culture. The training process for the recruitment team must be more targeted and elaborate. You may start by creating interview questionnaires, focused on assessing applicant’s skills and behavioural traits. The job descriptions need to be specific concentrating on the position’s individual experience requirements & relevant competencies. When the recruitment process is transparent, the recruits’ expectation from the organization is appropriately set.

|The Onboarding Stage

Following the recruitment drive, the next stage of the employee lifecycle is onboarding. And when you onboard an employee, you cannot merely rely on orientation. The onboarding training sessions should be curated to enhance the skills, knowledge, and behaviour of the employees. Only then, they will be able to contribute toward the growth of your company effectively.

You should begin by first designing a comprehensive, formal induction training framework. You should embed training sessions with tools that allow frequent evaluation of the learner’s progress. Designers must ensure that knowledge dissemination during the online onboarding process is consistent. Also, remember to give employees enough flexibility so that they can easily communicate with the management and vice versa.

Accompany these programs with rewards & recognition to keep the employee morale high. All of these measures increase employee engagement and ups retention rates. In this stage, the management can also recognize critical assets -- the loss of which can be detrimental to your organization’s growth.

|The Performance Management Stage

Following a successful onboarding process, you cannot assume that your employees have learned everything. In a market that is always evolving, your workforce needs to become as well. Each day brings new learnings & changes. And your employees should be given the option to learn, develop, and grow throughout their stay in your company. Therefore, it is essential to support them with the required tools and resources, which are easily accessible.

In this stage, you can set up training modules, complete with performance goals, evaluations, and assessments. You can also think of programs that gauge the potential of high-performing employees. Other types of programs you can include in the performance management stage are rotational assignments, process training, product training, special projects, leadership sessions, mentoring training modules, networking, succession planning, and setting up career paths. Accompany these programs with rewards & recognition to keep the employee morale high. All of these measures increase employee engagement and ups retention rates. In this stage, the management can also recognize critical assets -- the loss of which can be detrimental to your organization’s growth.

|The Training and Development Stage

Conventional training and development programs will always remain an essential part of the whole hire to retire cycle. You continuously need to think of innovative measures to upskill and reskill your workforce. This approach demands that you continually update your current knowledge base, which becomes obsolete with the changing marketplace..

At this stage, you can take the help of virtual eLearning platforms that enable the delivery of online training sessions -- anywhere, anytime -- minus the expenses involved in offline classrooms, employee time, & trainer recruitment. eLearning additionally ensures consistent delivery of high-quality content, learning at one’s own pace and place, customized and learner- centric sessions, practical simulations, instant feedback & assessments, and targeted resource materials..

|The Offboarding Stage

You might be surprised to learn that even the offboarding stage demands its share of knowledge dissemination. For instance, when an employee retires, resigns, or is asked to leave, she can go through an exit interview & evaluation. Now, when an experienced employee departs your organization, you must ask him/her to store, share, and distribute their knowledge, skills, & behaviours. For this purpose, you must have the required tools in place. Otherwise, you lose out on years of accumulated organizational knowledge -- which can be made available to recruits.

The Role of LMS in Employee Lifecycle

Creating, distributing, and managing organizational knowledge does not come with a fixed timeline. Learning and development is a continuous process that covers the complete employee lifecycle. And with an LMS like PlayAblo in place, you can ensure a continual learning curve. PlayAblo’s full-fledged learning management system delivers corporate training to your employees and allows you to manage all your content needs from a single, online platform. It is handy while onboarding new employees and then equipping them with the required knowledge and skills -- essential for them to perform efficiently. PlayAblo can help put your training modules on auto mode and administer everything from a remote location.

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