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If you require a response, please go to our Contact page. Table of contents. How the programs work Training for Work funding is available to service providers employment and training supports for Albertans who are unemployed or marginally-employed and those on Employment Insurance EI and other income supports. Self-Employment Provides self-employment training by offering individuals formal instruction on business plan development, business counselling, coaching and guidance. Transition to Employment Services Provides unemployed individuals one-on-one employment services that facilitate rapid attachment or re-attachment to the labour market.
Workplace Training Supports employer-driven, work-site training and paid-work experience opportunities to those who are unemployed and experiencing barriers to employment. Employment and training directory The Employment and Training Services Directory provides a listing of Labour funded programs and services available to unemployed Albertans across the province. Was this page helpful? Yes No. All fields are required unless otherwise indicated. What were you trying to do? Hands-on training has both short- and long-term development benefits for individuals.
Instructor-led training occurs in a classroom-type setting with an instructor or trainer presenting the material to employees. This provides employees with the opportunity to ask questions to further understand what's being taught, especially for very technical or complex topics.
Instructors can adjust their teaching style to match the experience level and learning style of the employees in the room. This type of employee training is focused primarily on the needs of managers and can include the use of simulations, brainstorming sessions, team-building exercises or other combined types of training. Creating an effective training program requires knowing and understanding the goals of the training, as well as the possible problems you could encounter.
Follow these steps to start creating your employee training program:. Assessing the needs of the workplace requires following these steps:.
The purpose of training should be clear as well as supportive. Some examples of goals include increasing ROI and decreasing costs, teaching employees a new procedure or showing them how to use new equipment. Compare what your employees do now with what they need to do to meet the objectives ahead.
For example, if there's a new product being introduced, employees will need to know what the product is, how to produce it and any other key details to make the launch a success. When you know what your employees need to learn, you can start developing activities that will facilitate the training, such as demonstrations, pamphlets or hands-on exercises. Use that observation to make the training as effective as possible by developing it to meet the maximum number of employees.
This might mean using the top two or three most prevalent methods of your employees' learning to form your materials and delivery.
Keeping with the last part of step one, it's important to remember that your employees are adults with characteristics that can make it easier or more difficult to learn under certain methods of teaching. When developing your training program, keep in mind these adult learning principles:. They have many years of preexisting experiences, knowledge and independent opinions.
They want their training to be relevant, task-oriented and worth the time it takes away from their daily productivity. They want to know how they will benefit from this training. These principles can easily be related to the characteristics you identified when you assessed your training needs.
Now, you can envision how these characteristics will guide you in creating your training program. Ask yourself what you expect your employees to be able to do after they complete training.
This can be knowledge, a skill or a simple but necessary proficiency. These will be your learning objectives. From there, you can begin creating content that supports progression towards each objective. Keep your lessons focused on the objectives and vary your methods of testing employees' retention of the information you're providing to them. Your objectives should be presented as SMART goals: specific, measurable, achievable, relevant and time-based.
Creating goals in this manner can help you ensure your employees reach important milestones within their training. Using the information you've gathered above, begin to formulate your training materials or modules.
It's important to have a design fully prepared before launching into development to ensure nothing goes missing or out of order. Remember to focus on the learning needs of the employees rather than what's easiest for the trainer, and make sure your content focuses specifically on reaching the learning objectives.
A few other tips for designing your training materials include:. Plan your materials in a way that puts employees in control of their own learning. Include interactive and hands-on elements to allow employees to work together. Approach each topic chronologically, so that it provides a basis for the lesson that comes next.
Try blending several different formats to see which produces the best results. Tell stories of real-life scenarios as appropriate.
Use your design to begin developing your training materials. Depending on your design, materials may include:. Tangible assets needed for any hands-on portions of the training. Slideshow presentations, charts, graphs or other visual materials. Depending on the material being taught, the learning styles of the employees and other factors like time and budget, you'll find that you can create a mix of elements to help make this training a success.
When gathering your materials, make sure to keep your learning objectives in mind. Related: Hard Skills vs.
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