Every employee is different. They bring their own experiences, strengths, and weaknesses to their jobs. For a Chief Learning Officer, this makes designing a holistic training and development program difficult. In order for the program to be effective, it needs to be flexible enough to meet the organization’s overall development needs, while also meeting the needs of its employees.

Here are 4 key components to building an effective employee development program:

Gather executive management for a discussion of goals and objectives.

A recent study by Chartered Management Institute (CMI), reveals the importance of effective management skills. The study found that 74% of managers are at risk of overlooking the impact that their decisions have on others. Therefore, it is especially important for executive management to build a consensus towards the most important things that need to be developed out of a training program for their employees.

When you ask employees for their goals and objectives, it is also vital that management agrees on the process. Managers should assess which goals are the priority for each individual and should also create a timeline for these goals to be accomplished. Each individual has different goals that will be relevant, so management needs to be flexible when meeting with different employees.

Include supplementary materials.

In-person learning should be augmented by materials that can focus on areas that make sense for individual needs. Online and subscription-based services, such as ExecSense , are particularly useful and cost effective. According to a report by Degreed, workers need both formal and informal training in order to build an effective work culture. Supplementary materials on mobile devices are especially important because they allow employees to learn independently and at varying paces. The Degreed report found that smartphones (17%) and tablets (13%) account for nearly one-third of people’s current training routines. This number will only grow as people continue become more comfortable with online learning.

Create levels, but be creative.

According to a survey by KPMG, “There needs to be a radical shift in the way finance talent is developed,” says Mark Spears, the firm’s global head of people and change. “The traditional career path of starting in a transactional role and progressing through the ranks no longer works.”

Company hierarchy isn’t always as important as grouping people into skill sets or desired areas of growth, which can improve a company’s overall efficiency.

Solicit feedback.

The best way to find out whether your employees are getting the training they need, is to ask for consistent feedback to find out what worked and what didn’t. When you are asking for this feedback from your employees, make sure to see whether or not their answers tie in with the company’s mission.
Effective programs can pay dividends for years to come, as they help make an organization stronger. Compiling an organized list of goals/objectives, digital supplementary materials, grouping people with similar skillsets, and soliciting positive and negative feedback are all key for a company’s culture to succeed.

2016 Execsense Copyright