Improve training program

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These are especially important to remote employees who may experience isolation in their work and training. Prevent isolation by using webinars instead of in-person workshops, and setting up discussion forums on your LMS so that learners can share their opinions and experiences.

Provide remote employees with an equal opportunity for mentorship by organizing one-on-one sessions with managers or mentors. One of the worst mistakes in planning an ongoing training program is to assume that all learners have the same learning preferences.

This means that while Millennials and Generation Z might immediately understand how to navigate a sophisticated mobile learning platform, your flashiest efforts at modern training may just leave your older audience behind. Some learners simply find themselves overwhelmed by large amounts of text, or too much video content.

Your best bet for satisfying a variety of learning preferences is to design content that combines text, graphic, and video elements. Then, add simple exercises that offer quick wins, prepare the learner for larger activities. This builds empathy and team spirit between departments that are working towards shared goals, and who may even have a thing or two to teach each other. Cross-department training might sound tricky to apply, but it can be achieved as easily as offering combined workshops.

On-site and in-person training still has a huge role to play, particularly for performance based training. But the challenge is to make sure that your offering stays relevant in the current market. So where to start? Use of Technology for Greater Flexibility and Engagement.

Smart training companies are starting to use technology to their advantage however. Therefore you should look to integrate online aspects when you can, allowing employees to complete elements remotely in their own time. This adds flexibility for the client and can save on material and instructional cost and travel expenses.

With cloud-based software programs, you can evaluate progress during the learning process; reporting on attempts, result and completion times. Providing reports will allow customers to identify areas of weakness and provide targeted feedback to individual staff. In order for your client to be able to assess the benefits of hiring you, it is advisable to create a roadmap that specifies exactly the key points to be addressed by the training and what the real expectations for the program are, both in terms of business objectives and employee learning and development.

Ask the client questions to help you customise your approach. What skills do you want each employee to learn? Can a department-wide training be done or is it better to personalize it? What should the worker contribute to the company after this learning process? In this way, you can identify the main gaps and focus on designing a program that solves them.

Trejo and her colleagues set out to establish an evidence-based mentorship program that all faculty, including physicians, researchers and educators, would have access to. They especially hoped this would help address disparities in mentoring of women, LGBTQ and other underrepresented faculty. Trejo says hiring diverse faculty is only the first step, but making them feel welcomed and a sense of belonging in the community is what really impacts their success.

So if you leave mentorship to happen by chance, as we often do, underrepresented individuals find fewer opportunities to be mentored by senior faculty, and the quality of their mentorship is not as high. FMTP has now trained 23 percent of all Health Sciences faculty between and , and shows no signs of slowing down.