Fostering more productive and happy employees

Fostering more productive and happy employees is an aspect within the powers of an organization through the human resource department. Training presents an organization with an opportunity to expand the knowledge base of its employees. Therefore, despite the high cost incurred in training, there are significant benefits that can be obtained from developed employees. An employee is as good as the training they have been subjected to, and this implies that high-quality training with only lead to highly productive employees. Inadequate training leaves the employees with little or no idea of what they are supposed to do in an organization, and this does slow not only the production process but also affects the quality of production. It should also be noted that not only can an ineffective training really damage the organization’s bottom line, but it also creates a culture of frustration and unhappiness within the workforce. My previous organization believes that designing impactful training and development programs within the organization is the first step in creating not only a more efficient, productive employees but also happier and more satisfied employees. In order to foster higher productivity as well as maintain happier employees, certain best practices in training and development can be used to equip the employees with tailored skills relevant to the organization.

One of the best practices involves the identification of the audience as well as the performance challenges that are associated with them prior to the beginning of the training. Audience identification is the most critical aspect, and therefore, it is the best place to begin. If HR doesn’t know their audience and what they are struggling with, then it might be a big challenge, especially when presenting the right information and aligning it with the needs of the organization. Based on this, HR needs to think about their employees’ backgrounds, which might include their work experiences, education, as well as their day-to-day life. Considering the period taken after school is essential as it provides a glimpse of the most effective training method for them. The main reason for conducting background checks is to make the training feel relevant to every employee. When dealing with a diverse group, it is important to take more time to create a training plan that will work for everyone.

After identifying the audience, the next step involves identifying the performance challenges that have affected the group. The HR should focus on what the employees are motivated by and what tasks they seem to stumble over with the most. HR should not be afraid to identify the specific challenge as an error at this point may be transferred to the rest of the production process. It is significant to identify particular behaviors or challenges that the employees need to work in order to develop better habits that will be positively rewarding both to the organization and the employees. When this is done, it will go a long way in creating the right tone and impact for the information the organization is presenting to the employees.

Another best strategy involves the development of a plan for mobility, flexibility, and accessibility. The HR needs to make the training program as easy as possible for everyone to access. In order to achieve this, it is recommended that the organization design a training program that is easily accessible through mobile devices, as by making the training mobile-friendly, it will create an environment where the employees can learn at their own pace and in their own time. Based on this, the employees will have ample time to work in the organization, reducing absenteeism. Providing a plan that is mobile friendly and accessible anytime and anywhere implies that the organization is creating the most effective training, which is the kind that always meets the learner’s schedule. Through this, the organization will not only increase the employees’ motivation but from the bottom-line perspective, the organization won’t have to stop the production or even sacrifice office hours to have the employees complete their training. Therefore, HR needs to develop a plan that is mobile-friendly, flexible, and accessible to all the employees.

Leveraging rich media, interactive activities, and also an engaging script is another best practice in the training and development of the employees. Everyone likes a great story, and this only becomes better a person is part of the action. Allowing the learners to interact with a story engages them far more than if they are passively watching the information which is presented to them. The utilization of audio and video to create a training program gives the employees a chance to interact and engage with the subject provides an opportunity for a greater shift in success and the retention of the training. Furthermore, gamification of training introduces an element of competition in training, also, it offers a bit of a challenge and employs a learner’s problem-solving skills. Interactive videos provide the learners with an opportunity to call the shots and decide an outcome in an active learning environment that can safely present the consequences of a bad choice. Also, with the advent of augmented and virtual reality technologies, there have been more opportunities than ever for learners to interact with stories behind their training to help them in focusing on the information and goals presented by the organization.

Finally, incorporating assessments to test the employees’ knowledge and making adjustments is also a key best practice in training and development. The incorporation of both formative and summative evaluations in the organization’s training results in many benefits. The formative assessment presents testing points as touchstones for the learners along the way, and this makes them more likely to self-asses and review information to ensure that they are prepared for their evaluation while also helping to break the monotony of long course. On the other hand, summative assessments make the stakeholders aware of the learners’ progression and also provide the organization with the ability to incorporate adjustments and course corrections to their training along the way. Both summative and formative assessments provide end-user data that is valuable in understanding whether training is effective and also how the learners are progressing. During training, if a particular lesson is not effective, having an assessment allows HR to see the issues more quickly and thus help it in adjusting the training to address the raising concerns.

Development of employees is crucial to the organization, not only because it helps in increasing its output but because it helps the organization increase its retention abilities. Besides, development helps in the engagement of the employees, making them feel like part of the organization. Training plays a crucial role in the development of the employees’ skills, which further helps to achieve the set objectives of the organization. There are numerous ways that HR can measure the development of the employees’ skills through training, such as assessing the output and the quality produced. Besides, assessing the retention capacity will help in inferring whether the employees like to be part of the organization. However, to achieve an effective development of the employees’ skills, it is essential to address issues concerning the welfare of the employees to make them feel that the organization cares about them.

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