once your succession planning is in place, you can implement your training program as a part of each individual employee’s pathway so that it is personalized to their needs and they can be more effective in their roles after the training. just like any other project in the company, a training program needs to account for the expenses and show a positive roi for the company. how well you engage employees as a manager will have a big effect on the acceptance of the training, but probably the biggest driver of this will be whether the training is effectively meeting their needs. this might work for the short-term, but employees will need opportunities to actively use what they learn from the training in the workplace for it to be properly utilized over a long period of time.
projects and challenges are a great way to evaluate the effectiveness of training programs. opening communication with the people in charge of the employees undergoing training will allow you to get a clear feel for how the training was received. this training program is being designed in such a way that it helps to revive and refresh the knowledge of an individual. this is a great way to build respect in the company and will play a big part in helping you make adjustments to your program if needed.
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