How to do a training and development project in 5 steps

Companies have come to understand more and more the importance of investing in the qualification of their employees. Betting on training, courses and projects of efficient developments is becoming routine. However, to effectively match the content that will be passed on to employees, you need to know how to do a training and development project.

To develop a good training project, the company needs to put this issue on its priority list. Thus, you will realize that this is an investment that will bring many positive results for the company.

To do this, this is an issue that needs to be present in the organizational culture – which should not be plastered and stuck to the premises of the past.

Managers should understand how to make a well-structured training and development project. It is worth emphasizing here that prevention is better than the cure. The company must invest in a good training project before there is a big problem to be solved.

Analyzing the company thoroughly and understanding issues that may prove to be a problem in the future is important. From then on, learn how to do a training and development project.


Investing in project training and development (T&D)

Before we learn how to do a training and development project, we must understand that there are differences between training and development. However, they can – and should – go hand in hand.

In short, training can be defined as something that teaches more technical and objective questions. Development, on the other hand, works with the more human side and with the intrinsic qualities of each one.

To be considered a full and capable professional, you need to unite capabilities from both sides: personal and professional.

It is worth remembering that both training and development bring benefits and changes to the employee and the company.

With trained, confident and motivated employees, the results are better. In this article, we will see how to do a training and development project and its importance as well as how to structure them efficiently.

What is the purpose of structuring a training and development project?

Training should be focused on improving or learning specific skills and competences.

The goal is for the employee to better perform his role, whether new or not. To work with high productivity, maximum efficiency, better managing your time and productivity. Training is essential in this process.

For the teaching to have its purpose fulfilled, it is necessary to structure an effective training project. There is no right and accurate recipe for this, however, you can follow some steps that help a lot in this journey. Below we show a step by step to build this project, check it out:

1. What is the purpose of the training?

Without a good goal, there is no good deed. So, before any attitude, you need to know what the clear purpose of the training to be offered. In each training, you must define the problem to be solved.

The problem in question may be of many natures, for example; lack of motivation at work, recurrent absences, work accidents, low productivity in a specific sector, etc.

Keeping in mind what the problem is helps to think of the best solution for it – and for whom it will be offered.

To be sure of the issues to be resolved, detailed study and analysis of each sector and teams may be necessary.

2. Putting the training into action

After identifying the problem and the sector that the problem is in, now it is time to solve it.

For this, the company can use several formats of training: via distance education platforms, face-to-face classes, lectures, games, etc. It should also be thought about how long the training lasts.

To conduct a training assessment to ensure that knowledge has really been absorbed as it should.

3. Measuring Results

Evaluations and tests help to see if the information has been absorbed. However, it is in day-to-day action that the company can get a sense of whether these teachings are being applied.

To be sure, it is important that the company always maintain a control over its production levels.

Always remember: Metricing is important! Therefore, even if there is a month in which there is no progress in training, the company should not disheartened regarding its statistics.

In this case it is important for the company to understand what training and development ROI is and to keep a constant analysis of the information on the return of each investment in training.

It is important to have a document with all this detailed information. Therefore, after a training session, it will be easier to analyze if the results are being put into practice.

4. Asking feedback from employees

Nothing is so good that it cannot be improved. So, if training is a success – or if by chance you do not achieve your proposed goals – you must know the reason for the situation. For this, nothing is better than asking feedback from those who did the training.

Employees should feel free to suggest changes and make constructive criticisms. They may also have ideas that can be added to the next trainings.

Having good communication between all the company is essential to structuring an efficient training project.

5. Invest in trainings on an ongoing basis

Invest in the ongoing training project. In a company, there will always be functions to be optimized. To do this the most effectively, get in touch with the managers who have a good capacity of analysis and observation. Also, as stated earlier: Pay close attention to company data and metrics.

Learned how to do a training and development project?

Knowing these important five steps to be followed, you can structure and put into practice good training and development.

To succeed, invest in a variety of quality, educational content that engages your employees.

This way, you will have more qualified, engaged professionals who wish to improve every day.

Has your company already known how to do a training and development project? Leave your opinion in the comments.

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