Understanding and implementing a training program: SoWeSoft's practical guide

Having a structured and effective training program is crucial for organizations aiming to remain competitive. However, defining such a program is not always straightforward, and numerous obstacles can arise during its development. Before discussing these in a future article, it's essential to understand what we mean when we talk about training programs. This article aims to be educational by outlining the key elements to grasp this strategic topic.

A training program is a mandatory document that the training organization must provide to trainees, employers, and funders, including OPCOs (skills operators) and the CPF (personal training account). It details all the learning activities implemented by the organization so that each trainee can effectively develop the targeted skills.

For training teams, this document is one of the means to support the organization's strategy by providing specific learning actions on key issues.

• Mapping skill improvement:
  • For employees: The training program allows employees to acquire new skills, improve their performance, and enhance their employability a pressing issue given the current job market changes.
  • For the organization: Well-trained employees who are prepared for upcoming changes will be more productive, more engaged, and less overwhelmed by the company's strategy. They will thus contribute significantly to the innovation and growth of the business.
     
• Internal buy-in:
  • Well-defined training programs aligned with the company’s strategic objectives are more likely to receive adequate funding. By demonstrating the return on investment (ROI) of the training, it is easier to convince internal stakeholders of the importance of these programs. Additionally, broader communication about the training program will help gain employee buy-in on the topics covered and facilitate adoption.
     
• Attracting and retaining talent:
  • Several studies indicate that companies offering professional development opportunities are more attractive to talent. A training program focused on future challenges can therefore play a key role in retaining employees.

"A well-structured training program not only enhances individual skills but also aligns the team with strategic objectives, thus facilitating adaptation to market challenges."

Michel Rossillon, Coordinator and Pedagogical Trainer at SoWeSoft

Creating an effective training program involves several steps:

• Needs Analysis:
  • Identify skill gaps within the organization.
  • Determine training objectives aligned with the company's strategic goals.
     
• Program Design:
  • Define the content and training modules.
  • Choose appropriate training methods (e-learning, workshops, in-person training, etc.) based on operational realities and company ambitions.
• Program Promotion:
  • Make the skills enhancement process available and transparent.
  • Encourage and solicit the identification of new skills to develop in line with the strategy.
• Implementation:
  • Plan and organize training sessions.
  • Ensure necessary logistics (training rooms, materials, etc.).
• Evaluation and Monitoring:
  • Measure the program’s effectiveness using performance indicators (KPIs), such as those defined by the Kirkpatrick methodology.
  • Gather participant feedback and adjust content as needed using satisfaction mechanisms.

While the basic principles are similar, the implementation of a training program can vary between the public and private sectors. Let’s explore some differences in design:

For the Public Sector:

• Regulations and Standards: Training programs often need to meet additional regulatory requirements.
• Funding: Funding may come from public sources and be subject to strict controls. The timing may also be specific and need to be anticipated.
• Objectives: Often focused on public service and regulatory compliance, the topics covered frequently depend on regional public policies.
   

For the Private Sector:

• Flexibility and Innovation: Private companies generally have more freedom to innovate and adapt their training programs to changing market needs.
• Return on Investment: The focus is often on improving performance and profitability, with strong expectations from management for substantial budget allocation.
• Competitiveness: Programs are designed to help the company stay competitive and attract top talent.

To learn more...

• Importance of Training and Development for Employees A detailed article exploring why employee training and development are essential for business success.

• La formation continue : levier d’employabilité pour les salariés - A detailed article exploring how continuous training is a crucial lever for employee employability.

• Employers Reap Benefits of Employee Training Done Right - Explore the benefits employers can gain from effective employee training, along with best practices and associated benefits.