So, here you are. Entrusted with the job of creating custom training courses for the various departments in your organization. You have just graduated from the role of HR and have been assigned this complex task of educating the masses.
Don’t know where to turn?Or whom to ask? Or what your first steps are?
You are not alone. In the process of talking to hundreds of managers in the same scenario, we have come up with basic nuggets of the steps you need to accomplish your goal. These are actually painpoints turned-around to make it sound like a step. Really! We are surprised by the
Learn from our distilled wisdom.
Step 0 – Start Early
We see multiple organisations seeking a band-aid fix-it kind of solution as a remedy to starting late. Oh ` we need a course within this month ‘ ` it is my KRA – so I gotto do it asap’ – So waste no time. Sometimes the ideal solution will take a lot longer than you think – depending on your unique situation.
Step 1 – Look within.
Know your organization – know how many people, know your target audience, figure out how they are departmentalized, compartmentalized. Know how the various verticals within the company – customer service, manufacturing process, the work flow in finance – the more you know the better you will have a grasp of what learning the organization needs. Instead of various business groups throwing requirements at you – you will have a better ability to prioritise, slice , dice and advise.
Step 2 – Know where you are
This is actually concurrent to Step 1. What is your current mode of training the various verticals you have learned about in Step 1? Do you run physical classes? Does the superior sit the trainee down and impart knowledge? Is training on the job? Is it done through handing over word dox and pdfs? Drill down to the specifics – how long are the instructor led sessions? Do your trainees need to watch videos? Do they need to talk to the What is it costing the company? Do the trainees need to be retrained? Will your HR and IT systems keep up? What is your IT system like? Does it support user-sharing – like having a shared portal?
Step 3 – What do you want done
Is your training unique to your organization? Or will the training be something that is generic to any organization .Examples include : time management, conflict resolution, leadership ? How many people should the training reach? What problem should it solve? If you create courses – where will it be put up? On a portal? Do you need a system (LMS) at all? If you do – do you need it immediately – can you do it later – once you have a few courses on hand?
Step 4 – Learn the buzzwords – Start small
Readup. Talk to people. Learn the lingo – so that when you talk to providers – you are able to cut through the fluff.
Most managers start going to conventions and tradeshows and are assaulted by a myriad of options of do-it-yourself authoring tools, LMS-es , do-it-alls , multiple brands and shortcuts-to creating `brilliant’ courses. This is exciting but confusing . Always start talking to a `Custom creation’ company irrespective of your need. They are the ones that will be able to work with you to create `your own’unique courses.
If your needs as per Step 3 are more generic – EVERY well-meaning Custom creation company will refer you to the `big box’ company – the ones that will sell you a bouquet of courses that you will be able pick and choose – ones like Skillsoft or Geo Learning.
And once you do know what you need – learn the elements that need to go into your solution. Elements – like content, IT, Support systems, assessments, dashboards.
And make a small start. Ask a company to do a pilot for you – or create a small module. Get referrals for that provider from previous clients. You will be able to weed out based on competencies. Do not worry about a mess-up and a need to clean-up. We, at IDEAON have stepped in to clean up after other providers’ mis-steps. We will guide you and earn your business that way.
Step 5 – Evaluation & Decision time
Frankly, one can write a thesis on the Evaluation of a provider – the pros and cons. Again, try to foresee, predit – make sure whatever solution you choose addresses current needs and potential future ones. For example – will it provide the scalability for social learning, or maybe mobile learning through multiple devices on multiple platforms? What would incremental pains be – in terms of efforts, time, costs and technology changes?
So, you have a better grasp of what your need is, what is available out there, what can be done? So how do you decide? And choosing the vendor and provider . Reesearch. Research some more and review. Remember implementing an LMS is a huge economic decision that influences pretty much every bit of learning, process and task that you will be asked to create.
Step 6 – Review & Refine
Train. Track. Troubleshoot.. Make changes. It will involve some pains, but it will
Here is the bottom line:
There will be a learning curve. It will take time. You can ask around, talk to people. Sometimes you get free advise. Sometime you need to pay. You need someone that has been there and done that and can advise you of the pitfalls before it occurs. This will necessitate a change in your work style. A lot of data/information gathering. There have been instances of large companies and providers in tow – make mistakes.
At IDEAON, we will guarantee you a guide. We will work with you to understand your painpoints and suggest absolutely critical solutions and execute at the lowest price point that you will find and a quality that you will wow your boss with.
Talk to us. We may not always get your business. But we will definitely advise you of the options out there and how you can achieve your goals.
Practical advice. Flawlessly executed. Unconditionally supported.
That is our promise.
