Be aware that training needs may arise in many different situations including:
When a significant change takes place
When new policies and procedures are introduced
When new staff are employed
When staff change jobs
When business objectives are set
When appraisals are being discussed
When there are constant errors or mistakes
Clarify exactly what the training need is. Where possible speak to the delegate, the line manager or Human Resources department to gain a broader understanding of what the training needs are.
Set SMART training objectives:
S - Specific - define why the training is required and what results are expected.
M - Measurable - identify how training will improve the current situation and identify an area where progress can be monitored.
A - Agreed - training should be agreed by both the employer and the employee.
R - Realistic - is the training cost effective, relevant to the employees position and achievable?
T - Timebound - set a time for the training to commence and be completed
Ensure you take time to properly identify the actual training need so that you don't end up delivering training that the misses the mark or is not needed
Where possible, talk to the delegates before you commence any training session. By doing this you can familiarise yourself with the trainees and they with you. It is also an opportunity to check that the training you are planning to deliver is exactly what they are looking for.
Do not promise results from training that cannot be readily delivered as this will inevitably demotivate an employee
