Training vs. Learning: The Difference is Important

21 May

Training vs LearningWhen taking on new employees, a business must create a robust and comprehensive strategy to foster a comfortable assimilation into the company. A strong starting point is differentiating the advantages of learning modules from those of training methods. Creating a synergy between these two structures is paramount to improving employee retention, as first impressions always count.

The effects of training and methods of delivery

Training strategies should focus on the development of position-specific skill sets and be done in an actionable manner that pertains to the group. Through training, new workers will get a perspective of the needs of their host organization, making the message the training staff conveys an important greeting that should be taken seriously.

Additionally, training often impacts the immediate needs of a company and gives entering employees a solid idea of what to expect from the outset of their employment. These sessions should be bound to a central concept, while being prescriptive enough to ensure a highly structured setting.

Essentially, the most successful training modules keep a goal that is central to the company in mind every step of the way, while the alignment of training processes with everyday operations will create a consistent trickle-down of key company information and values.

Examples of effective training delivery methods include eLearning, multimedia tutorials – such as webcasts and webinars – and even blogs created by respected, tenured members of the organization.

The important values of learning modules

Learning modules should be more focused on the long-term goals of the new employee, establishing a gradual comfortability and confidence that will improve employee loyalty and set employers up for more success in the future.

Management should establish an organic strategy to help assimilate the trainee into the common mode of behavior and action found in the organization. These should focus on individuals, honing their internal capabilities and aligning them with the best practices accepted in the business.

Employee engagement is key to adequate and successful learning. Presentations, exercises and general research of any kind should be managed and delivered in a way that piques the employee’s interest. Mundane, lackluster and uninspired prose could lead to a waste of time, both for the trainer and trainee, so focus on making things interesting when it comes to conveying the strategy.

Consider involving ground-level employees as much as possible in this process, as this will often serve as the most organic means of getting the new member of staff on the same page as his or her team.

Proper orchestration of learning and training

In the end, there always needs to be a big picture. Irreverent combinations of training and learning practices will likely dishearten new staff, and could have a negative impact on employee investments. Always centralize the scope and delivery of these strategies. This can be done by establishing either one member or a council of members within the organization who will serve as the overseers of the on-boarding process.

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