In summary
Recipients
All companies that want to structure an effective training plan, reducing costs and time.
Objectives
Time: decrease staff training time
Costs: reduce training costs (downtime and startup)
Scalability: increase the capacity to hire new staff (e.g., strategic in sales)
Performance and sharing: work optimization through the sharing of best practices.
Timelines
For the complete structuring, it is useful to apply the Temporary Manager: after a few intensive months, the presence diminishes and transforms into occasional consultancy for a total duration of 6 months or 1 year, until the company achieves self-sufficiency. For situations that only require an improvement, Management Consulting is applied, which involves a few meetings per month for 6 / 8 months.
The phases
The project is based on 4 main successive phases. To proceed to the next one, the previous one must be completed.
Analysis and strategic plan
Analysis of the current situation and creation of the renewal project with timelines and costs.
1
Creation of Materials
Production of all materials necessary for the training plan
2
Activity Implementation
Implementation of the structure and activation of training
3
Sharing and evolution
Activation of the sharing component and structuring of a continuous evolutionary plan
4
1 -
Analysis and strategic plan
1.1 - Analysis
A snapshot of the company is created in the following areas:
Product/service guides and manuals: training materials already available
Human resources: company structure and job descriptions
Activities requiring startup training: activities that require extensive initial training (e.g., the introduction of a new employee or a sales representative)
Activities requiring continuous training: activities that have rapid advancements and where training is a priority (specialized technicians, automotive etc).
Tools used for training: tools for distance learning, classroom training, etc.
Tests and certifications: methods of learning verification
Training figures: teachers used and senior staff for the activity
Figures to be trained
Support system: materials to solve the most frequent problems or a remote technical support service
Methodologies used in the market with equal business conditions: what might already be ready to use.
1.2 - Work mapping and best practices
For each already trained figure, a mapping of their work is carried out. By overlapping the analysis of different figures, the perfect workflow is identified, highlighting the best practices to be used. The skills that the candidate to be trained must have are highlighted, the career plan is created with the training modules (called courses), the "subjects", the testing methods, and the training time. This allows understanding which training should be practical, which should be remote (FAD), and which theoretical in the classroom.
1.3 - Project
Based on the analysis, the real project is created accompanied by:
Detailed Activity Plan: what needs to be done
Timeline: the various scheduled activity steps
Economic Plan: investments that the company must bear and possible revenues
Human Resources Plan: resources to use, to train, and to hire
Expected results: economic, visibility, increases, etc.
2 -
Creation of Materials
We proceed with the creation of all essential materials for training such as:
Video: to be used in distance learning and as support material
Handouts and technical sheets: to support long-term knowledge
Slides for teachers: to standardize teaching
Teaching support material: what needs to be said, when it should be said, and how it should be said (essential if multiple teachers are used and a unique training method is desired)
Kit: for practical tests
Test: to evaluate learning
AI: use of artificial intelligence tools to support training
FAQ: questions and answers to possible doubts (for both teachers and students)
Additionally, the IT system is implemented to support the activity, such as e-learning portals or ticketing and support systems.
3 -
Activity Implementation
3.1 - Candidate Selection
It is essential to provide a pre-selection system for candidates to verify their skills. This can be done through tests or interviews.
3.2 - Classroom Activities
The search and training of instructors is carried out as locally as possible to reduce travel expenses.
Classroom activities are scheduled by identifying multiple locations depending on possible attendance.
The participation rate is monitored.
3.3 - Course KPIs
For both classroom and distance learning activities, it is essential to identify which performance indicators are considered reliable and to determine the acceptable level for each. If a course does not meet the objectives, it will need to be reformulated and a new staff created.
3.4 - Remote Support
Corporate training is often linked to continuous support for trained individuals, so an adequate customer care and technical support service must be built. Depending on the requests, the support should highlight any areas where training needs to be strengthened, thus improving the course. This service should be implemented as efficiently as possible, without human intervention, to limit costs. The solution is usually a dedicated assistance portal with interactive digital guides and manuals. The design of this platform should be linked to training using the same methods.
4 -
Sharing and evolution
4.1 - Sharing
The effectiveness of a training system is given by its continuous updating, by the sharing of best practices from past participants who apply what they have learned. The system to keep training active is the exchange of ideas and best practices among students from previous years. A supervisor analyzes the activity and evaluates whether the information discussed (often on platforms called forums) should be integrated into the courses.
4.2 - Evolution
The training ecosystem evolves and grows with the growth of the company. A series of supervisors must evaluate, based on feedback, the modification of some courses or the introduction of new ones. Flexibility is one of the key characteristics of a successful training system.