A trainer’s job does not begin with the delivery of training, nor does it end when the training session is over. To be an effective trainer, one must understand these 4 phases of the training process and how to maximize their effectiveness in each phase.
The following outlines the key elements of the 4 training phases.
Table Of Contents
Phases in the training process
Planning: During the planning phase, a trainer needs to determine training needs and goals. An organisation’s overall strategy, its mission statement, a SWOT analysis, and strategic goals all play a role in determining the needs of employees. For example, if it has been determined that several employees need training on a new computer program, it is important for the trainer to determine what those specific training needs are. Program participants should be involved in this stage of the training process because they will be able to identify the problems or issues that need to be addressed.
In this phase, the specific needs of the organization, the supervisors, and the employees are identified. The purpose of any training program will be to close those gaps.
Implementation: The implementation phase involves development of a training program that can effectively address the identified issues. A good trainer will know how to design a program that meets the goals of the organisation and also meets the needs of individual participants. The delivery method must be determined during this phase as well. Should the training be delivered through traditional classroom methods, self-paced learning, online learning, or some other format? This is when a trainer purchases or creates training materials, such as PowerPoint presentations and handouts.
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Delivery: The delivery phase is when the actual instruction takes place. Even though this is not typically considered a phase of a training process, it may be helpful for trainers to think of the delivery method as a separate entity because there are so many different approaches to delivering training programs. A more structured approach can be used in traditional classroom situations while an alternative approach might be more appropriate for online learning situations. During this time, a trainer meets with employees to train them on whatever topic has been selected.
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Evaluation: The fourth and final stage of the training process is evaluation. It’s important to evaluate whether or not your training was effective in closing performance gaps and making your company more productive and profitable. This evaluation can be done using surveys and using pre-and post-tests to measure how much knowledge was gained during a training session.
Training is an activity that seeks to improve employee skills, knowledge and abilities. The training process is best thought of as a cycle, or spiral of steps, that can be repeated many times over the life of a training program.
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