Several components are involved in training, especially employee training. First, the needs of the trainees must be assessed to determine the direction the training should go in. The training objectives can then be set. As an example, my company hires and trains sales representatives consistently. We try to group employees together based on their current knowledge of sales because this helps us develop trainings that are tailored to their needs. If we have an employee who has never worked in sales before and someone who has, the training will either leave the first employee in the dust or will bore the second employee to death. Separating these employees into two separate trainings will allow the trainer to gear the training toward specific group needs to meet the objectives. The objectives for each group will also be different based upon existing knowledge and experience.
The method of training must also be addressed. The training method will largely depend on the type of training being conducted. For example, classroom training may be used to train employees on types of selling techniques. However, to actually use these techniques, on-the-job training will also be needed.
Finally, evaluation of the training is necessary. Determining how well the training ‘stuck’ with the trainees is very important. When I was a professional trainer I would give my trainees a final exam of sorts to see how much of the information they retained. This would help me fine tune my training techniques, my presentation skills, my method of training, etc. Several additional components are generally involved, but this is a very brief overview.
Have you ever conducted training before? If so, what was the training method you used most?