Many businesses have training programs that require an efficient implementation to leverage their benefits. However, good training implementation doesn’t happen by chance. To implement a training program, we will go through 3 main points: What it is, what to manage, and how to manage it.
What is the implementation phase in the ADDIE model?
Implementation is the fourth stage of the ADDIE model. When the Development stage is complete, it’s time you bring your training program to life. You will load training content to the LMS system during the implementation phase. Also, you will prepare documents and guides for employees to enroll and access the courses. Meanwhile, your team may prepare systems for tracking and monitoring. The implementation phase requires a high level of management skills to ensure success.
What to manage during the training implementation phase
#1 Training Schedule
We are all aware of the importance of time management, especially during the training implementation phase. Scheduling assists you and your executives set, tracking, and achieving training objectives.
If you manage your training time seamlessly, you’ll be able to deliver high-quality training in less time. It is crucial to maintain an employee training schedule that includes
- The timeline for the training activities
- The frequency level when scheduling a training program
- Staff curriculum’s timeline
- Material update schedule
- Material producing schedule
- Examining schedule
#2 Communication
Ensure your L&D team is on the same page
The majority of the training implementation process requires extensive contributions from stakeholders. Therefore, everyone involved in a project should understand:
- The overall objectives and ultimate goals
- The brief information of learners
- Master timeline
- The complexity levels of relevant tasks
Additionally, each stakeholder (learning designer, project developer, etc.) should be ready for the launching of the training project by preparing:
- Learning materials
- Tools and software for delivering training programs
To manage your L&D stakeholders, please take a look at the article:
Training the instructors
Before the learning process starts, it is crucial to properly train the instructor and ensure that he has all course-related information. The information includes:
- The course content
- Curriculum
- Learning outcomes
- Delivery methods
- Testing procedures.
Prepare the learners
The next step of the implementation process is to prepare the learners for the upcoming educational process. This step will ensure everyone stays on the same page once joining the training.
Your staff will need to learn about the training platforms and tools (software/hardware) and how to enroll in the course. Besides, you should also give them a course summary, including the course outline and the passing grade.
Ensure your executives understand the content and how to use the tools (both software and hardware) after the preparation.
#3: Resources
Training resources include anything required to complete the training implementation. Without them, it is impossible to achieve a successful training project.
Two types of resource management include:
- The training materials and content resources: Keep all training content in one place for easy access.
- Internal and external human resources: Keep the execution resources to ensure the content production process on track.
If you’re worried about the working process with the outsourcing studio, let’s take F. Learning studio’s experience of how they managed to meet big clients’ expectations.
Before each project, they offer customers detailed plans with the deadlines for each video in the series, including the illustration day, feedback day, animation day, etc.
Consider a sample timeline that F.Learning created while working with the client Exp Design. Exp Design specializes in creating custom eLearning courses for business training. Thanks to this table, both companies understand the timeframe and what to expect from each deadline.
F. Learning groups the project’s videos according to the stage of creation by using ClickUp. As a result, the exact amount of work left on the project is known to F.Learning and its clients. It allows them to be prepared to commit to the deadline by making necessary production time adjustments.
How to manage training implementation
Below are some tips for running training programs to keep your training implementation on track.
#1 Utilize tracking tools
Employee tracking software makes tracking training easier through numerous management, documentation, monitoring, and reporting features.
Similar features are available on other e-learning platforms. For convenience, all information is saved in one place and can be used to track learner progress through the course and evaluate the success of your training program.
To ease your employees’ fears of being spied on, be sure they know your aims when employing software tools to track staff development.
#2 Create a procedure for reviewing
You need a method for monitoring progress to learn more about your training program. The process contains information that you will examine:
- Training completion dates
- Facilitator evaluation
- Time logged in or out of training modules
- Employee reactions.
It will also help to determine the tracking timetable, your supporters in this activity, required resources, and the format for your report or supporting documents. Once you’ve established the foundation for your process, producing reports and recommendations for improving training results will be much simpler.
#3: Produce Practical Documentation
Training management effectiveness requires thorough documentation. But whether or not the material is practical is the most crucial aspect of an effective training project.
You could, for instance, draft a project charter that outlines the goals, the scope, and a high-level strategy. However, is your project team aware of their duties and roles? Are you keeping detailed records of your project’s development? Will you be releasing status updates regularly?
The more you document, the more user-friendly it will be, increasing the success rate of the training project. The more you write, the more user-friendly your documentation will be.
#4: Deal With Scope Creep
No matter how much planning you do, scope creeps still occur even if you take the effort to define expectations. It’s time to intervene as soon as you notice that stakeholders or contributors depart from the project’s original objectives.
Depending on your stakeholders, you might sometimes agree to a modification in scope. If so, it should be clear what effect it will have on the project’s deadlines, training budget, and resources needed to finish it.
Final words
Implementing a complete training program is much more than simply posting a few PDFs on a website. If done properly, you will meet your business objectives, optimize your earnings, and improve your employees.
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