Three category of trainings- Awareness-Application-Results, with tracking of success
Training should not be limited to classroom type sessions. They are just the seeds of the entire learning and development process. It must end with a permanent change which in turn leads to a substantial increase in the employee-output. There is an intermediate stage where the trainer must demonstrate to the employee how to apply the training on the job as well.
This practice is based on the philosophy that the purpose of training is not only delivering the training material in classroom or virtually; but to ensure that the material has finally resulted in increased productivity which is verifiable as well. Accordingly, training should be touch-basing with the employee at three levels ÃƒÆ’Ã‚Â¢ÃƒÂ¢Ã¢â‚¬Å¡Ã‚Â¬ÃƒÂ¢Ã¢â€šÂ¬Ã…â€œ exposure to the training material & itÃƒÆ’Ã‚Â¢ÃƒÂ¢Ã¢â‚¬Å¡Ã‚Â¬ÃƒÂ¢Ã¢â‚¬Å¾Ã‚Â¢s understanding; internalizing and application of the same to the current job performance and finally increased & better output as a result of applying the learned training material. Thus, the training does not end with the employee attending a classroom session or reading/listening/watching the training material. That is just the first part. The next phase involves the trainer going with the employee to his job-performance site and training him/her how to apply what he has been taught. This is the execution phase. The third and final phase is training him/her to deliver results. Needless to say, quantifiable milestones and measurability of results is paramount in all the three phases. The end results measure the effectiveness of both the trainer and the employee. Only when there have been tangible and visible results in all the three phases, can we say that learning and development has taken place.