No matter what industry you’re in, your staff is still your most valuable asset. On the front lines every day, employees have the most influence over important success factors, such as customer loyalty, sales goals, company culture, and legal compliance. Each one of your employees has the potential to make a positive impact on your company, but they are limited by what they know. Expanding those knowledge limits is up to you. That’s where employee training – and tracking employee training results – becomes such a critical component of your profit equation. Let’s put it in context through the words of a few famous philosophy and business gurus.
Real Knowledge Is to Know the Extent of One’s Ignorance – Confucius
Your success hinges on what your employees know and how well they are able to implement what they know. Tracking employee training successfully must start with clear training goals. In order to effectively teach your employees, you must first know what they don’t know. Conduct a gap analysis on both a team and individual level. Once you understand what skills your employees need, you can find or design employee training to close those gaps.
If You Can’t Measure It, You Can’t Improve It – Peter Drucker
Tracking employee training requires access to metrics that report both training completion and effectiveness. Most companies accomplish tracking through their learning management system, or LMS. With the right system, you can streamline training administration tasks by assigning courses and generating reports on employee progress. Your LMS is only as powerful as your implementation of it. Make sure you understand the features of your LMS and use them to your advantage.
There Is No Failure Except in No Longer Trying – Elbert Hubbard
One of the biggest mistakes business trainers and managers make is to adopt a train-it-and-forget-it mindset. Training is a process, not an event. You can have the perfect LMS for your business, but if you don’t follow up with the information you gain through reports, you might as well not be tracking employee training at all. As part of your overall training plan, develop strategies for what managers should do when employees perform poorly on an assessment or fail to complete a course. Take into consideration the different ways employees learn, and if an employee is struggling with a course, find a different way to teach it. Blended learning strategies are most effective.