Knowing future training needs does allow the human resource manager to prepare for training. An effective training program requires preparation by the human resource manager. Training preparation requires an understanding of how people learn, as well as an understanding of how to design training programs to enhance learning. A good human resource manager also understands the different ways to improve learning, and tailors training programs to the trainees in order to maximize learning. There are five main items to consider when preparing a training program.



First, for trainees to comprehend and remember material, it is important that they are able to relate training to the job they are doing. Including examples, terms, and concepts that are familiar to trainees in the training material can improve retention and create a friendly learning environment. Human resource managers should take the time to learn about the trainees' jobs and should be aware of these familiar items.



Second, when preparing for training, the human resource manager must also take steps to include visual media. It is important to include visual media as part of the training process because human beings tend to be visual learners. Visual media helps trainees to remember important procedures and concepts. Visual media also helps trainees to learn difficult subject matter.



Third, providing trainees with an opportunity to practice what they learn also works well during training because people learn best by actually doing the item they are trying to learn. Human resource managers should design training to include hands on activities throughout the program. Hands on training not only provides active learning, but it also provides an opportunity to correct mistakes and acknowledge accomplishments without delay. This is important because people remember the proper procedures if feedback is given immediately.



Fourth, preparing trainees before the actual training is also an important preparation step. Pre-training can improve the training process because it reduces trainee apprehension and promotes interest. Often times my organization carries out pre-training by sending information to the trainees in advance. The information usually includes an outline of the training program, overview of training materials, and the training objectives.



Fifth, and finally, pre-training also involves convincing trainees that a need for training exists. Individual perception about training is sometimes difficult to change. However, showing trainees important areas of their job that can benefit can reduce negative perceptions. If employees believe there is a need for training, are interested, and prepared the training objectives will be more attainable.

So, when you look at this list and think about the training you have had in the past, were you prepared?