Time well spent: 6 Steps for developing In-Company Training

Reading and answering work emails accounts for a third of employees’ time in the office and a staggering half of their total time when working at home. This, plus endless to-do lists, seemingly pointless meetings and unexpected interruptions can spell doom for an otherwise well planned day.

This ultimately inhibits productivity, creativity, and creates a head ache for how best to make use of those precious free moments of un-interruption. Fortunately, we’ve identified one area of business that will always be time well spent – In-Company training. 

In-Company training offers a number of benefits such as; cost savings, convenience, team building and tailored teaching, which you can explore further in our Home is where the heart is article. To explore this further, we’ve put together six steps you need to create a successful In-Company training course which delivers long term benefits and a solid return on your investment:

#1: Define the goal

In order to successfully design an In-Company training course, a business must first carry out a Training Needs Assessment (a benchmark for determining the effectiveness of any training administered). From this, realistic objectives can then be identified in order to meet the needs of the business.

These objectives should be written in behavioural terms (what learners will be able to do at the end of the training) and reflect the knowledge, skills and attitude requirements identified. The key questions which need to be addressed here are:

  • Who is the target audience
  • Why is the training course needed
  • What are the learning outcomes

#2: Design the course

In-Company training materials can take many forms, including; presentations, case studies, seminars, workshops, exams and so on. In order to design a successful In-Company training course, a business must first identify the following before determining its course structure:

  • What resources are needed to develop the course
  • What is the time-frame for developing the course
  • Will the course be delivered via E-learning or classroom based
  • What are the number of learners
  • What will be the frequency of the training

Once these questions have been answered a business is now ready to write the actual training material, making sure the design includes variations of approach to suit all learning styles whether it be online or through traditional classroom based learning.  For E-learning there is already a wealth of resource/courses out there, so it may prove more cost effective to buy in the courses, once you have checked that it meets your needs.

#3: Validate the course

Before rolling out the training program on a large scale, it’s imperative to access the validity of it beforehand, using current employees as a focus group, or a small number of new employees in a pilot scheme. From this, a business can evaluate the strengths and weaknesses of the new course, making sure the learning objectives have been achieved and to make any necessary changes before going live.

#4: Train the trainers

With any new training course, it’s important that the trainers who’ll be delivering the In-Company training are fully equipped to do so, giving them the relevant knowledge and skills to achieve the identified outcome.

This might require prior training from in-house managers, senior level trainers or perhaps an external trainer to assist with the training and initial set-up. This will not only enable the trainers to motivate their learners, but will also teach them a variety of delivery forms that they can adopt to engage these learners with course content more effectively.

#5: Manage resources

Making sure the business is equipped to manage its resources in the most efficient way possible is crucial in order to deliver training for its employees without effecting day-today operations. These resources can include; goods and equipment, time, financial and labour resources. For classroom based courses it is important to stagger the training to allow all employees to attend without impacting on the day to day running of the organisation.

Careful planning is also required to take into account; holiday, sickness and busy periods. For E-learning training it’s a different sort of planning – employees must be given the time to complete the course, but it may be prudent to allocate set times for them rather than leaving it to roll-on without a pre-agreed end-date.

 #6: Get the stamp of approval

Once a business is up-and-running with an In-Company training course, the first step will be to see whether the course ticks all the boxes. RoSPA offers a rigorous and comprehensive Course Approval assessment of health and safety training courses, giving employer’s peace of mind and delegates increased confidence. Not only that, businesses with an approved course can display the ‘Approved by RoSPA’ logo on their course and delegate certificates.

If you’re interested in learning more about our exceptionally popular Course Approval assessment scheme, you can contact us on 0121 248 2233, email or view further information on our website.


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