Planning and organizing your training does not happen in a week, otherwise, you would know! Whatever the subject of training and the typology of learners, a number of steps need to be reviewed in detail. We go around.
Step 1: Assess training needs
Planning starts with one step Of exploration. It makes it possible to understand the training needs in a department or a team, but also to take stock of the company's needs in terms of improving performance or even processes or security. At this level, It is a question of determining exactly the points to be addressed to strengthen the skills of the team and meet business needs. At this level of planning and organizing training, a number of tests exist in order to identify the concepts and shortcomings to be addressed.
-> What actions should be put in place?
1 - Identify the training needs of employees, possible gaps for example
2 - Identify the needs of the company, in terms of improving performance, legality or even security.
Step 2: Clarify goals
Before starting anything, clarifying the objectives when planning and organizing your training allows you to keep the finish line in view throughout the process. On the learner side, we are talking about acquired skills, modified behaviors, etc., at the end of the training. To determine the objectives of the training, it is necessary to rely directly on the needs identified in advance; the objectives correspond to each need in order to provide a response. Of course, setting measurable goals is the key. Again, the success of the training is not measured by putting one's finger in the air, but by determining very specific performance indicators prior to the training.
-> What actions should be put in place?
1 - Choose goals that concern both the learners and the company
2 - Set realistic and measurable goals
Step 3: Determine what resources are needed
This stage is broad, since it is at this stage that we determine the form that the training will take, its duration, the number of speakers to be expected as well as their role, the time at which the training will take place and the potential alternatives in the event of a setback or pandemic. The location of training is a key criterion when planning and organizing your training or absence, for that matter. To do so, the Mobile learning offers the possibility for employees to follow the training where and when they want. Depending on the needs and objectives determined beforehand, you may decide that the best learning context is precisely in context or integrated into the daily lives of learners, without necessarily moving them into a room, therefore.
-> What actions should be put in place?
1 - Determine the form that the training will take, its duration, the number of participants to be expected as well as their role
2 - Determine the time and place of training
Step 4: Determine hardware
A central stage in the planning and organization of training, the logistics chosen, or more precisely the equipment, can literally transform an essay. In both good and bad ways. On the trainer side, it is a question of determining the equipment necessary to provide the training, whether it takes place in person using digital tools, remotely (attention to connection), blended learning or mobile learning, where its role is changing radically. For participants, the choice of tools must be made according to the form that the training will take. Will learners learn in context or independently with the Mobile learning ? What tools will they use? Their smartphone, the company's hardware? Likewise, in the context of e-learning or face-to-face training, does it take place with the company's equipment on its premises?
-> What actions should be put in place?
1 - Determine the necessary equipment for the trainer
2 - Determine what materials are needed for learners
Step 5: Determine evaluation criteria
Last stage, like a catchphrase, that of the measurement and evaluation of training. Preparing for the evaluation of the training in advance fulfils two objectives: to determine whether the planned training is effective met the objectives And that ofEasily identify possible areas for improvement or shortcomings. In particular, it makes it possible to determine whether the level of training content is too much, or not complex enough, to promote the development of skills, if the learners have properly integrated the concepts. For the trainer, the assessment allows them to perfect their own skills. Moreover, at this stage, it is interesting to predetermine “quality” questions addressed to learners in order to determine possible obstacles or problems to be improved. These questions can address their personal feelings about their skills development, as well as their opinion about the training content, the tools used or the trainer.
-> What actions should be put in place?
1 - Determine an evaluation based on measurable data: the completion of the training, grades or results, completion rate, failures, etc.
2 - Predetermine a more “quality” questionnaire that will be sent to learners at the end of the training.
