While starting an apprenticeship for your business from scratch may seem daunting, it doesn't have to be. We've made creating apprenticeship programs through Apprentix incredibly turnkey, and it doesn't require scrapping the training plan you already have.
What's in a training plan?
A training program typically includes a series of activities a new employee will complete, whereas a training plan outlines important information regarding the goals and target audience.
Define your objectives
Training employees isn't cheap, so It's important to define goals before you begin an employee training program. Ask yourself questions like:
How will employee performance improve after they go through training?
How will employees better achieve business goals after this program?
How will this training program improve employee retention rates?
These goals will give you a clear picture of what you're trying to achieve and will serve as a baseline to measure the program's results after its launch.
Training goals should be specific and measurable. For example:
To increase efficiency by X%
To reach X% KPI
Target your audience
Before you create a training plan, take a closer look at the people who will be going through it.
How many learners are there?
Who are they, and what positions do they currently hold?
What are their characteristics? (Their age, education level, learning styles, geographic location, etc.)
Have they received prior training?
You should also go beyond these basic descriptors and find out what topics learners find the most useful in their work, their attitudes toward learning, and if they need special accommodations or have learning disabilities.
What's missing from many training plans?
Training plans do a great job of including assignments for learning standard operating procedures – but there are typically two major components missing from these programs: the skills needed to do the job and the evidence the employee can put their training into practice. Just because employees can read and study something doesn't mean they are proficient in that task.
For example, let's say your company is training a digital marketer. Your company wants this digital marketer to be able to perform Google analytics reporting. Instead of your training program solely explaining why you use Google Analytics and what you gather data on – it should also walk employees through how to create reports step by step, how to set filters, optimize dashboards, etc. Your employee should be able to complete all the steps necessary to do the job after going through your training program rather than having to learn on their own.
The skills listed in the job training program should always match those listed in the job description. Though this seems common sense, unfortunately, it isn't always the case. Employees who quit jobs shortly after they're hired often point to the mismatch between job descriptions and actual job functions as the culprit of their departure. Either the job ends up something completely different than they were sold, or they're required to do more than what was outlined in the original job posting.
Another issue with skills visibility is career short-sightedness. Employees are often left to their own devices when leveling up in their careers, making it difficult to stay motivated to work a specific job. Good training programs outline skills-based career paths, which show employees the next set of skills they can opt into learning to progress their careers and make more money once they've put in the work for their current position.
Using the digital marketer example, someone who has put a few years into this role can potentially become a Senior Digital Marketer, a Creative Director, or a Head of Video. An employee might not know that unless their employer outlines it for them – which is why it's essential to include a skills-based career path within the training program.
Employees want to know how they can make more money – plain and simple. In addition to a skills-based career path, training programs should be open and honest about the money employees can make if they progress in their careers. That doesn't mean your organization needs to be married to specific salaries, but you should put salary ranges on job titles in addition to seniority levels. Seeing a wage schedule upfront helps motivate employees and shows that you're being transparent.
Flipping the apprenticeship switch
Now that we've covered what's missing from most job training plans, we'll cover how to fill these gaps with Apprentix. With our automated technology, it's as easy as flipping a switch.
Head to Apprentix and type in your job description. Our software will automatically generate a skills-based job description for you, but you can customize it further if you choose.
Enter your current training plan into the classroom learning and on-the-job learning sections. Apprentix will also automate an on-the-job learning program for you. We currently have 54,000 jobs loaded in our system ready to go.
Add a wage schedule. Whether it's an annual salary or hourly wage, a wage schedule shows apprentices what they'll be bumped up to once they complete specific competencies or full courses.
Apprentix has streamlined turning a training program into an apprenticeship, so business owners can focus on creating a high-value experience for employees – thus retaining them longer and generating more revenue in the process.
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