Como você pode criar um programa de treinamento escalável para todos os departamentos e locais?

To create scalable training program for departments and location, we need to keep the following in mind: 1. Location of the hotel- This will take care of the diversity of colleagues and local culture within which the framework can be designed. 2. What needs to be changed from the existing structure and why? This will help tailor the program as per the training need identified. 3. Consider what the organization now needs-This will help you to keep long term vision in mind and curate the learning experience. 4. Consider hybrid model of training and learning so that it suits all type of audience. 5. Collaborate with subject matter expert/trainers to execute the program. 6. Lastly, create a culture of learning instead of training program.

Understand the time required by a employee to A task in X tool. Example : Time required by a person to combine 100 Excel files is 60 mins, if persons daily job is mostly on Excel. Get it validated by an SME to bring down to 3 mins. It is possible not hypothetical. This becomes a topic of training and course outline In Every field there is always a scope, only thing is right method of survey, questions defined by Expert and the expected output of the training and the investment This is right method

Básicamente hay dos formas de implementar las formaciones: "de arriba hacia abajo" o de "abajo hacia arriba". Yo particularmente recomiendo empezar porque sean los empleados quienes por ejemplo rellenando una hoja o template con sus necesidades la escalen a sus superiores y estos a su vez hacia arriba a la dirección. De esta forma se puede confrontar las necesidades de toda la organización con lo que desde la "cúpula" se considera estratégico y realizar un mayor "match" entre expectativas y necesidades. Aspecto por otra parte fundamental para el éxito y el interés de los planes formativos.

To create a scalable training program for all departments and locations, follow these key steps: 1. Assess training needs across departments and locations. 2. Develop standardized training materials and modules. 3. Leverage technology platforms for online training and remote accessibility. 4. Implement a train-the-trainer model to enable local trainers. 5. Establish a centralized training management system for tracking progress and certifications. 6. Foster a culture of continuous learning and provide ongoing support. 7. Regularly evaluate and update the training program based on feedback and changing needs.

Organizations can create a scalable training program that caters to the diverse needs of different departments and locations while ensuring a consistent standard of knowledge and skills across the entire organization by incorporating these strategies: • Needs Assessment • Standardized Core Curriculum • Modular Training Modules • Online Learning Platforms • Centralized Training Resources • Train-the-Trainer Programs • Regular Updates and Assessments • Customization Options • Feedback Loops • Cross-Departmental Collaboration • Scalable Training Technology • Performance Metrics and Analytics • Scalable Certification Programs • Communication Strategy • Leadership Support, etc

Embrace digital platforms for e-learning modules, ensuring accessibility for all locations. Incorporate a blend of synchronous and asynchronous training to accommodate various schedules. Use video content for engaging and standardized delivery. Implement a mentorship or peer-support system for hands-on guidance. Regularly evaluate and update content to reflect evolving needs. Flexibility and adaptability in training methods contribute to a scalable program that resonates across departments and locations.

Wir betrachten hier wieder das SAP Roll-out Training für Endanwender. Nachdem die aus dem Workshop für das Roll-Out Training die Prozesse definiert wurden, müssen diese den jeweiligen Trainingsformaten zugeordnet werden. Alles was mit Änderungen in der Bedienung zu tun hat, gehört heutzutage nicht mehr in das eigentliche Training. Für die Grundlagennavigation wird ein Onlinekurs erstell. Das hat den charmanten Vorteil, dass die Mitarbeiter schon mal sehen, was sie zukünftig erwartet. Alles was zu den Prozesse gehört, gehört in ein Vor-Ort-Training. Hierbei ist insbesondere darauf zu achten, dass die Teilnehmer aktiv in dem System arbeiten und der Trainer darauf achtet erst dann weiterzumachen wenn alle an dem gewünschten Zwischenziel sind.

Choosing the most suitable delivery methods for your training program involves a thoughtful consideration of various factors, emphasizing the importance of flexibility and adaptability to cater to diverse learning preferences and constraints within the organization.

En mi experiencia, una metodología altamente eficaz es el Microlearning. Esta metodología posibilita la personalización de contenidos en diferentes regiones y departamentos. Además, favorece la inclusión, ya que permite el uso de múltiples formatos para la creación de contenidos. Aquí es donde entra en juego la movilidad y flexibilidad, puesto que, dependiendo de la plataforma que se utilice, se puede lograr un impacto significativo en los equipos. Además, los colaboradores se sienten más identificados con el uso del microlearning, lo cual es especialmente pertinente en la era digital en que vivimos.

Absolutely, choosing the right delivery method is crucial for the success of your training program. Consideration of learning outcomes, audience characteristics, budget constraints, and technological resources is vital. A flexible and blended approach often proves effective, allowing you to leverage the strengths of various methods and accommodate diverse learning preferences within your organization. The goal is to create an engaging and accessible learning experience that aligns with the specific needs of your learners.

Once the assessment is complete, you may proceed with developing training content that aligns with the identified needs. You may consider the following steps - • Design modules that cover core skills, compliance standards, and department-specific knowledge. • Use a variety of instructional methods, including online courses, workshops, and practical exercises. • Ensure that the content is scalable and can be adapted for different departments and locations. • Consider incorporating interactive elements and real-life scenarios to enhance engagement and retention. - By creating versatile content, you lay the groundwork for a training program that can be implemented uniformly across diverse departments and locations.

To create a scalable training program across diverse departments and locations, design content with flexibility and inclusivity in mind. Start by identifying core skills applicable to all roles. Ensure content is accessible remotely and can accommodate different learning paces. Regularly update materials to align with evolving organizational goals. A well-designed, adaptable training program sets the foundation for scalability and effectiveness across all departments and locations.

Define Learning Objectives: Clearly define the learning objectives for each training module. Align objectives with organizational goals and individual departmental needs. Create Standardized Content: Develop standardized training content that can be easily customized for different departments. Use a mix of text, visuals, videos, and interactive elements to engage learners

This is the real fun part. Here never limit your thinking. Be totally creative and inspirational to ensure that you can deliver real excellence. Corporates are really open to super cool engaging experiences. Then you can add key learning objectives into the mix. One major tip here is that for each session I would highly recommend only a maximum of 3 main messages / take aways otherwise you can lose the learners. Enjoy this part of the process.

Crafting the content for your training program is a meticulous process that requires a balance between depth and clarity, utilizing diverse multimedia elements to create a rich and engaging learning experience. Aligning with adult learning principles ensures that the content not only imparts knowledge but also resonates with the needs and motivations of the learners, fostering a more effective and meaningful educational journey.

Implementation of a training program starts with the buy-in of everyone in the leadership team. They have to be engaged and possess a keen awareness of the training initiatives and the intended results. They should be talking about them in meetings as well as incorporating concepts into daily communication. Team members need to know this is the “new normal”.

I agree with the above. Bringing more people into the conversation through train the trainer etc also helps test/learn/change in quick rapidity. 80% standardisation with 20% customisation works best in my experience. Delivering Training after all is also an art- and depends on the audience. Allowing space for the facilitator to express their uniqueness gives the participants permission to do something outside their own set lines too

Wir betrachten hier wieder das SAP Roll-out Training für Endanwender. Grundlage für das Training ist eine PowerPoint Präsentation, die den mit den Key User und Endanwendern abgestimmten typischen Tagesablauf darstellt. Die Trainer oder Key User erhalten einen Trainingsleitfaden, in dem die Hinweise zu den jeweiligen Prozesse stehen. In diesem Leitfaden sind auch Schritt-für-Schritt Anleitungen für den Trainer enthalten, damit er die Prozesse in System nachstellen kann. Die Endanwender erhalten eine Kurzdokumentation, mit der sie in der Lage sind, nach dem Training als Prozesse nachzustellen. Diese Kurzdokumentation wird von den Teilnehmern während des Trainings selbst erstellt.

As a Training Manager you need to establish an evaluation and feedback loop to gather insights from participants and trainers after each training session. You may consider the following steps - • Utilize online platforms for quizzes or evaluations to facilitate easy administration and accessibility. • Ensure that assessments cover core training objectives while allowing flexibility for department-specific content. • Leverage technology to automate grading and provide prompt feedback to participants. • Implement a standardized evaluation process that accommodates different roles and responsibilities across various locations.

Para mí, es fundamental no solo evaluar la usabilidad, sino también medir el impacto real de la formación que se proporciona al equipo. Esto lo podemos lograr mediante la plataforma de microcontenido que utilizamos, donde es posible medir el nivel de aceptación de cada módulo y el contenido diseñado para las distintas áreas. Además, podemos obtener de manera inmediata las calificaciones y comentarios de los miembros del equipo, lo que nos brinda la agilidad necesaria para realizar ajustes con rapidez y ser más efectivos en los siguientes módulos y contenidos. Debemos aprovechar la tecnología que nos ofrece todos los datos e información centralizada para tomar decisiones con celeridad.

Através da análise do programa de treinamento é possível fazer um PDCA e durante o planejamento de um novo ciclo do programa implementar melhorias nos pontos fracos que foram encontrados. A melhoria contínua também deve ser utilizada em programas de treinamento.

There are many ways for training evaluation. I like to consider behaviour change/impact and if possible outcome measurement. At the same time it is helpful not to dive into a rabbit hole of measuring minuscule slivers. It’s best not to measure just for the sake of it.

Wir betrachten hier wieder das SAP Roll-out Training für Endanwender. Zunächst einmal wird das direkte Feedback der Mitarbeiter über Bewertungsbögen eingeholt, um im Training ggf. Anpassungen vorzunehmen Die Bewertung über einen erfolgreichen Wissenstransfer erfolgt über 2 Kanäle: 1) Rückfragen an Key User und dem Helpdesk Je weniger Rückfragen, desto besser war der Wissenstransfer 2) Digitaler Wissenstransfer: Die Key User überprüfen über eingesendete Videos, ob die Prozesse korrekt umgesetzt werden. Dieses wird in einer Wissensaufbaukurve automatisch, DSGVO-konform, reported. Somit ist sichergestellt, dass sich das Verhalten der Mitarbeiter langfristig positiv auf das Unternehmen auswirkt.

If you plan to deliver trainings to your entire (geographically diverse) team then its critical to have a LMS. Creating simple, user friendly, scalable system to integrate these trainings in regular KRAs as well.

Un programa de formación escalable para todos los departamentos y ubicaciones implica diseñar un enfoque que pueda adaptarse a diversas necesidades y ser implementado de manera eficiente en diferentes contextos. A continuación, algunas prácticas: - Comprender las habilidades y conocimientos que cada departamento y ubicación requieren es esencial para diseñar un programa efectivo. - Establecer estándares y objetivos claros para la formación que sean aplicables a todos los departamentos. - Utilizar una plataforma de formación en línea que sea accesible desde cualquier ubicación. - Diseñar el contenido de formación de manera modular para que pueda adaptarse a diferentes necesidades.

In today’s time and age it is important to have scalable models of training. This can be done easily through use of technology, learner friendly pedagogy and instructional design, self paced modules for different learning needs. This can also be done through a training of trainers model and by building partnerships with organisations to reach more and more people.

Na minha experiência programas para toda a empresa só se é sobre cultura ou algo que envolve a toda a organização. Porque os públicos são diferentes, as necessidades diferentes, a linguagem será diferente, então fazer um programa que seja escalável para todos, só se modificamos e alteramos segundo as necessidades de cada público,

I have learned that in training adults, it is best to ensure that they hear, read, say, and touch(hands on practice) new technologies or procedures. This helps every learner from every learning type to retain the information that was delivered.