Training and Development
Sometimes, developing a good employee training program is not just about implementing the right policies or hiring the right people; it also often involves reading informative training and development articles. These articles don't always have to be unique or ground breaking, though. What matters is that they provide you and your company with new insights on how employee training and development are conducted in other companies and organizations and how to go about achieving your employee development goals.
This way, you will be able to compare your own company's training policies with those of other organizations and make changes where necessary.
How much money did your organization invest last year in training and development that failed to provide the results you sought? You are not alone if employee training classes rarely resulted in the transfer of immediately useful information to your workplace.
Real employee behavioral change, based on the training content, is even harder to demonstrate in most organizations. Discouraging? You bet. So what's an organization to do to ensure employee training transfer to the workplace?
You can create a training and development support process that will ensure that the employee training you have works. You can make training and development more effective within your organization. These four suggestions and approaches will make your employee training more effective and transferable; their application will result in measurable differences to your bottom line performance.
- Make sure the need is a training and development opportunity
- Create a context for the employee training and development
- Provide training and development that is really relevant to the skill you want the employee to attain
- Favor employee training and development that has measurable objectives and specified outcomes
APLUS is providing a variety of more than 105 soft skills training, some are internationally accredited. Training with APLUS is different since among APLUS policy is to study the working culture and to adapt its training programs to match the working culture in order to reach the utmost benefit out of the training and to have a direct and immediate impact on business that the company (Direct Manager) will easily identify.