Although some companies have prioritized training efforts they might not be correctly developing internal training. By providing accessible training methods we can help knowledge transfer and improve learning cycles. Identifying critical knowledge offers some advantages because you can start to look for trainers that own that knowledge in order to transfer it.
In my company internal training accounts for more than 75% of our training hours. We are well aware that specialized knowledge resides within the company and it needs to circulate. But this effort comes with certain barriers, most notable one of the biggest is people´s abilities/capacity to share knowledge.
In this sense, we need to promote programs and skills that can help employees become trainers. Processes can be developed in order to formally recognize and align teaching methods. Additional benefits such as reducing the training costs are also welcomed but the primary reason is to generate a dynamic learning process in which learning doesn’t just take place in classrooms. Using or combining technology such as wikis, forums or blogs can help to push learning beyond the class and promote knowledge management.
In general terms we need to think about:
- Prepare people to share knowledge
Do employees feel comfortable when they have to teach others?
Do we have an established framework for developing trainers in our organizations?
Do we align teaching efforts with strategic knowledge?
- Lower barriers towards knowledge sharing
Do employees know how to get involved in training efforts and conduct formal training sessions?
What system allows employees to formally become trainers and be recognized for their efforts?
- Measure training efforts
To what extent does internal training impact overall processes and objectives? Are they aligned or divorced?
How can we drive greater value from our training efforts?
By taking into consideration these points we can start to make significant changes in training methods and impact critical knowledge transfer.