What expectations should a training project for companies meet?  

Why don’t my students complete their online courses, or fail to attend their face-to-face training? Why do they give low scores to training in company satisfaction surveys? What new initiatives can I implement to retain talent? How can we reach more people, in less time, and ensure that they’re really learning?

These are some of the questions that many L&D departments routinely ask themselves. As the saying goes, “you can’t please all of the people all of the time”, and training projects for companies do not always  enjoy the levels of participation and success that are intended when they are first conceived.

There are many reasons why professionals might be dissatisfied with a training project, or why it might fail as a whole. However, all of them have to do with the expectations and objectives of the three key agents involved in the training: the organization, HR and the professionals themselves.

What are course expectations?

By course expectations, we mean the content, experience, and knowledge that people expect to receive from training. As we’ve already seen, these can apply both to the people who provide the training and those who participate in it, and knowing them is essential to ensuring the success of your training program.

Why have expectations increased when taking courses?

Due to changes in the digital environment, people’s training expectations are now higher than ever. Training needs to reach people in different locations as well as keep up with trends in technology.

Employees are also entering the workforce with more skills: According to recent data, more than 100 million Americans over the age of 25 haveown a degree. This means that training that was previously adapted to the needs of a less technically qualified workforce is no longer relevant.

Training for companies: objectives of the organization, HR and the professional

In order to meet the expectations of the training, it’ is important to first recognize them. We start with companies.  Organizational Expectations

When a company invests time, money and resources in a training project, it is generally because it wishes to pursue the following objectives:

• Improve results (both business and professional).

• Increase the efficiency of its teams.

• Adjust the cost of the investment so that there is a real return on it.

• Attract talent and help to adapt, develop and retain it.

• Improve the work environment.

• Consolidate employee engagement.

• Capitalize on knowledge.

HR/Training/Development department expectations

In general terms, these expectations are aligned with those of the organization. However, in addition, HR and other departments will have certain specific goals when implementing a training project within the company:

• Flexibility in the deployment of different solutions (online, blended, face-to-face, short and long-term courses, etc.).

• Ease of management, e.g. at the level of calls, reporting, management of training grants, etc.

• The adaptation of training to different professional profiles, in terms of content, formats, times, etc., This should take into account the demands, needs, approaches and learning preferences of employees.

• The improvement of student satisfaction and participation in different training initiatives and calls.

• The measurement and evaluation of training results in a simple and comprehensive way, e.g. with LMS platforms such as isEazy LMS.

• The peace of mind that content is of high quality, is up-to-date, and that the experts behind are technically capable.

• To bring innovation to the company’s different training initiatives, including new trends in e-learning, gamification, augmented reality, etc.

CASE STUDY

We helped Alain Afflelou to update and expand its e-learning course catalog

See case study

Professional Expectations

What do professionals look for in a training project? Essentially, that training:

• Provides them with the tools, knowledge and skills that allow them to improve their professional profile in the short, medium and long term.

• Is adapted to the demands of their current and future position, according to their career plan.

• It doesn’t take up too much time, especially if that time is outside of work hours.

• Adapts to their needs and learning style, so that it does n’t take too much effort to follow and pass the training successfully.

• Is collaborative (in some cases, competitive) and enjoyable.

• Allows them to prove their worth for internal promotions.

• Provides a real return on development.

Analyze the expectations of each group to avoid the failure of training in your company

Problems can arise either when all of these expectations are not taken into account, or when one or more take excessive precedence over the others. For example, focusing on cost over quality of learning, trying to be too innovative when students are not ready for it, or failing to consider the expectations and requests of professionals, could all cause the failure of a training project within a company.

At isEazy Skills, we help you meet all these expectations so that your training projects in competencies and skills are a success. Above all, because we carefully analyze the genuine expectations of your organization, we value and respect the objectives of your training department. In other words, we understand that they are the true protagonists of any good training plan for companies.