Times are changing, and so are the ways in which we train our staff. If you knew there were 7 simple rules to create an effective training process in your organization, would you follow them? Are you following any of them now?
We posted a survey that asked which types of learning tools you are using today. In two weeks, the survey returned more than 1200 responses.
- Many of you – almost 80% – are embracing online courses, but only 42% are using streaming media (such as video).
- 67% of you are still tracking live events with paper sign-up sheets
- 34% use auto-enroll for new hires.
We know the world of staff training is changing (fast!) and we’d love to help you stay ahead of the curve.
Rule #1: Blend live training with online courses
Since people have different preferences of learning, it only makes sense to deliver your training in a way that accommodates those preferences. A blended approach has many benefits. The variety of methods used makes learners more engaged and therefore they can remain focused for longer periods of time. Additionally, beyond the significant cost savings, blended learning provides flexibility for learners to work at their own pace.
Rule #2: Don’t just teach – Validate knowledge and behavior change
What good will it do to spend valuable time creating and delivering engaging content if you aren’t measuring the application of the training you provide? How will you know that your employees are following best practices, or retaining and using what they’ve learned? By using validators like tests or quizzes at the end of your training, you have the assurance employees understand the training.
Rule #3: Automate scheduling and tracking of training
We are all very busy on a daily basis with clients, meetings, deadlines, reports, checking emails and handling emergencies as they arise. Anywhere you can save time is crucial. When it comes to training, there are multiple ways of saving time by automating the things you currently handle manually. For example, rather than roll out training individually to each new hire, simply create a curriculum of courses and enroll all your new staff at the same time at the click of a button. Set up your training program to repeat this enrollment process every time your organization has a new hire—drastically saving you administrative time and allowing you to focus on other tasks in your organization.
Rule #4: Start training new hires from day 1
When employees are hired, they are eager to learn about their new job and the company at which they’re working. By waiting to train your employees until you’re able to do live onboarding training, you risk the chance of losing them. Keep your employees engaged from day one by instantly enrolling them in online training. Auto-enroll new hires prior to their start dates, so that as soon as they are settled in, they can begin learning.
Rule #5: Automate reporting for audits and surveys
In addition to your existing workload, you just discovered there is an upcoming audit. You need to provide proof of training for your entire staff’s licensing compliance. There are two options: You can sift through stacks of employee files or spreadsheets, or you can simply produce the report you need with the click of a button. This is a no-brainer! The same holds true for surveys – why create time-consuming spreadsheets when you can simply receive automated reports?
Rule #6: Use an LMS to maximize your custom courses and training videos
If you’re currently training your staff using PowerPoint slides or videos, you can easily upload these files as a training course to a learning management system (LMS). Using an LMS:
- Training can be viewed online at your staff’s convenience
- Appeals to both visual and auditory learning preferences with video, text, and audio all in one place
- Adds exams to be sure employees understand what they’re learning
- Tracks the status of training
Rule #7: The rules are always changing
Rules, guidelines, requirements, delivery methods, content: All of these things are constantly changing in the training industry. At its best, training is difficult to keep up with. At worst, it’s a serious liability to your organization. Imagine having an auditor report back that your organization has lost its core program funding due to your training being non-compliant. For this reason and others, it is best to rely on experts whose sole focus is to ensure their courses are consistently compliant, fully accredited and have the most up-to-date content.
Posts By Topic
- Abuse (10)
- Addiction (7)
- Alzheimer's (3)
- CMS (5)
- Direct Support Professionals (11)
- Employee Burnout (5)
- Fatal Four (4)
- Gamification (4)
- Hiring Solutions (2)
- Impact Nation (3)
- Industry (390)
- ABA and Autism (68)
- Acute Care (49)
- Assisted Living & Senior Care (4)
- Behavioral Health (19)
- Children, Youth & Families (11)
- Community Health (10)
- Corrections (3)
- Health and Human Services (105)
- Home Health (13)
- Hospice & Palliative Care (11)
- Intellectual and Developmental Disabilities (59)
- Law Enforcement (2)
- Payers & Health Plans (11)
- Post-Acute Care (126)
- Skilled Nursing & Long Term Care (11)
- Special Education & Schools (3)
- Leadership Development (8)
- Mental Health (11)
- Mobile Learning (7)
- National Council for Behavioral Health (1)
- Opioid Abuse (16)
- Performance Improvement (30)
- Product (77)
- QAPI (5)
- Relias News (6)
- Retaining Staff (2)
- Solution (80)
- Change Management (3)
- Clinical Solutions (1)
- Compliance Training (6)
- Employee Engagement (7)
- Hiring, Onboarding & Retention (19)
- Hospital Acquired Conditions (2)
- Integrated Care (5)
- Population Health Management (2)
- Preventing Rehospitalizations (8)
- Risk Mitigation (2)
- Skills Development (2)
- Suicide Prevention (7)
- Transitions of Care (2)
- Trauma-Informed Care (6)
- Value Based Payment (1)
- Valued Based Performance Management (2)
- Workplace Violence Solutions (7)
- Staff Development (10)
- Staff Training (9)
- Workforce Development (30)