This mini guide has been prepared by gathering information from the learning and development journeys of companies in various sectors. Based on the experiences gained, a planning guide has been created.
Do you know where to start when planning learning and development? Of course, with a needs analysis! First, you need to identify the needs of your company and industry. Technology is evolving every day, and global events impact our ways of doing business. For example, the pandemic has brought about changes for many companies. Today and in the future, companies need to stay afloat and maintain sustainability. This requires adaptation. So, what do you need for all this? To determine this, you must first identify your goals and target audience. Then, choose topics that align with your objectives. You also need to define your learning environments, training materials, and resources well. Looking at experiences, we can see that all these elements are quite diverse. To prepare a good development plan, you can diversify these elements. While providing theoretical knowledge through online training, you can offer practical opportunities with hands-on training. For example, let's say your goal is to equip young people with skills and employ them in the workforce. In this case, your target audience would be young people, and you should choose learning methods that appeal to them. Online and interactive training can attract young people's interest, right?
Designing the training is one of the most critical processes. In some companies, this process can take months or even years. At this stage, the content of the training materials should be determined. You need to clearly define how these topics, which you have chosen according to your goals, will be presented. Will your program consist of stages? Over what period will it be implemented? Determining these details will be effective for the progress of your program. Of course, measuring the results of your program is also very important. You can start with a performance test at the beginning of the program and record the progress. If you wish, you can divide your program into stages and measure performance at the end of each stage using evaluation methods. Also, don't forget what awaits participants at the end of the program. Will participants find a place in the workforce at the end of this training program? Will they be rewarded with a promotion? Will they receive a certificate? Finding answers to all these questions is crucial for the design of the training. Don't forget to plan satisfaction surveys and even follow-up training at the end of the program. For example, consider a training program designed for young people. You can divide your program into stages so that they can develop specific competencies. Each stage and training can be different for each competency, such as 10% leadership, 50% theoretical knowledge, and 40% practical training. Of course, creating a roadmap is not as easy as it sounds. Therefore, whenever you need professional support, Infinity E-Learning is here to assist you!
The development phase is also one of the most crucial steps of the process. Yes, we can start by developing the materials. For this, you can identify a small test group. You can show the materials to a few participants and get their feedback. If you wish, you can also get support from experts to develop your content. For example, when you choose to provide online training, you may need to select a platform and test its use. You can choose a platform that is easy to use and appeals to your target audience. Let's assume we're creating a program for young people. In this case, we may need to choose a more colorful and fun platform. You can even create programs that include gamification. You can update your program based on the feedback you receive. Remember that we are here to support you with Infinity LMS during this process. We can also offer consultancy to help you develop your training programs. Yes, after completing all these steps, you can move on to implementation. During implementation, interim evaluations and feedback can be gathered according to the plan.
After implementing the training, the evaluation phase begins. In this step, the impact and results of the training are analyzed. What did the participants gain as a result? How successful was the training program? Are the results as expected? You can improve your program based on these evaluations. You must assess the participants' satisfaction rates, success rates, and behavioral changes they experienced. For example, if 90% of young people said they were satisfied with the training, but only 20% reached the competency needed for employment, you might need to reassess your program. Remember, this information will help you create the best roadmap for your next training program.
Talent Development Programs With the advancement of technology, research shows that 83 million jobs will disappear in the future. Of course, this does not mean that people will no longer be needed because new professions and sectors will emerge. Therefore, one of the most critical needs today is to carry the company into the future. Top executives in companies struggle the most with finding talented employees, attracting them to the company, developing them, and increasing their loyalty to maximize their potential. Preparing "Talent Development Programs" can be a way to achieve this. You can evaluate the potentials of your employees, uncover their existing talents, and broaden their visions. To do all this, you should identify the critical and key positions in your company. You should measure the levels of backup candidates suitable for these positions. You should arrange training according to the levels you have determined and provide experience. If you wish, you can also identify employees who you see as future managers in your company and prepare them for their future roles. You can take voluntary applications for manager candidates and conduct evaluations. By creating a potential inventory, you can determine their suitability with talent tests. Then, you can develop the talents you have identified through the training you provide.
Leadership Programs Leadership programs are also indispensable for a company. You must train the leaders of the future starting today. You should identify the needs of teams and team leaders and prepare a program according to these needs. These programs can include various learning environments and strategies. For example, you can use the flipped method, providing theoretical knowledge first and then offering practical experiences. You can implement group meetings, e-learning, and coaching methods. Besides these methods, interactive video training can also be effective in leadership programs. You can support these training with real-life stories. Remember that all this must align with your corporate culture. Don't forget to continue providing coaching and follow-up training after the program. Also, don't forget to reward those who successfully complete your training program. Leadership training is very beneficial for your company because it shortens the adaptation period after promotion.
Onboarding and Orientation Programs How much time and energy do you lose during the orientation period of each new employee? Explaining the corporate culture and technical job details to a new employee can cause significant energy loss. It is a necessary but lengthy process. Planning all this within a strategy is very beneficial for companies. Yes, many companies now create their orientation programs through online training, which is very effective. Unfortunately, online training alone is not enough. Different applications are needed to develop employees' sense of belonging. For example, you can create discovery games with gamification and support them with rewards. How can other employees support a new person in the department? At this point, you can arrange new training for your employees to ease the orientation process. You can also reinforce the sense of belonging through face-to-face meetings. Like many corporate companies, you can develop a "Buddy" system, allowing the new employee to meet and socialize before their first workday. You can even increase face-to-face interactions with events like breakfast with the general manager. Remember, you can always contact us for many recommendations on this topic.
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