i’ve experienced both these kinds of training sessions in the last few years. when it comes to deciding on the best form of training for your team, it can be difficult to determine who is the best person to hold the session and why. this is often someone from hr, but not always – it depends on the purpose of the session and who the best person for the job is. internal training sessions are easy to set up as you already have everyone and everything that you need. they can also reinforce the tutor’s knowledge and help them to find any gaps in it.
the longer we work for a company or with a particular person/team, the easier it is to fall into the trap of groupthink. they may be someone your company already has a relationship with – such as a supplier – who has been brought in to give more information on a product or feature, or an industry expert who can share the latest trends to help teams stay ahead of competitors. they help companies to snap out of their ‘tradition is the only way’ mentality and view things from a new angle. should you go for the online training option, sessions or courses are often limited to a certain number of slots, or only open for sign-ups a few weeks a year. consider your options before deciding, as there may be someone you didn’t think of initially who’s the perfect person to conduct the training session. influencers get left behind all the time, so be sure that the one whose session you enjoyed previously is still on top of industry trends and can therefore get you and your team ahead, too.
those that do often look forward to them in order to get away from work more than the prospect of learning something new. technology has advanced to the point where corporate training can be engaging, effective and even… fun. many of the following practices are linked and can be implemented en masse. by focusing on core information and just a few topics in one lesson, the likelihood of embedding knowledge dramatically increases. as such, it somewhat paradoxical that some of the best internal training can be done externally on phones. all of this is especially true when training millennials.
leveraging their experience to deliver internal training also makes sense in that learner-colleagues can relate to them and what they say much better. a library of more than 50 interactive internal training templates can be accessed here. suddenly tedious company learning can become fun, effective and course completion rates will soar accordingly. the ability to dial up a short, relevant training course just minutes before it’s needed and have it delivered to your pocket is extraordinarily useful for internal trainers. no matter how engaging training courseware can be, people need to know about it to make it effective. a major issue with elearning courseware is that it becomes outdated quickly. if you’d like to know more about how edapp can help your internal training practices with all of the above features, get in touch at firstname.lastname@example.org.
cons. internal knowledge has its limits. the longer we work for a company or with a particular person/team, the easier it is to fall into the trap of groupthink. we’re also more likely to become isolated and stuck in our ways of doing things, which, long-term, can be detrimental. what is internal training? internal training is the practice of teaching learners within an organisation. purpose of internal training for employees. whether it is induction, on-the-job training, coaching, mentoring, cascade, internal training examples, internal training examples, internal training program, internal training methods, types of internal training. the internal training uses real-life examples, problems, and challenges that participants encounter every day at work. successful internal training identifies the exact skills and knowledge that participants need to succeed in their jobs. it also prepares employees for success in their next job.
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