Organize Your Large Employee Training

Training a large group of employees takes planning, coordination and focus. There are several training principles to consider. The first is your deadline. In what time frame do you have to have your employees trained? Second are you working on a roll out of product, or are you under the time constraints of an upcoming major event? Third what employees should be on your priority training list? These employees would include supervisors who will assist in overseeing and implementation, leads that may be assigned to working or driving heavy machinery equipment such as fork lifts, aerial lifts, trailers, dozers, loaders, and or computer operated diagnostic equipment, and key admin and training personal that are responsible for reporting statistical information, and providing administrative and training assistance and troubleshooting while the training is underway.

A scope of the time frame that is needed should be evaluated. A trainer can begin to assess this time frame by determining how the bulk of your training needs shall be completed. For an example, how much training will be completed through computer based learning, online, or remotely? Is training set up that employees can access this from company computers or online at home? Are trainer led in-person seminars part or all of the training? I personally believe that training should have a mixture of leaders conducting in person seminar training, and computer based learning. Conducting seminars gives the trainer real time information of how employees learn and how he or she will conduct him or herself, and the interpersonal communications skills and whether the employee is a skater or a “BS Artist.” Those assessments are not going to come from computer based learning. Another reason is the trainer is a great example of a driven, personable company leader.

Knowing how the bulk of your training will be accomplished, you will now be able to determine how much time is needed to complete the training workload. To take a look at your timeframe for computer based learning. Ask yourself how much time does each computer learning module take to complete? How many modules does the employee need to complete to be competent in his job knowledge? Let’s say for an example that the average time is two learning modules in an hour, and each employee has approximately thirty computer based learning modules until job competency.

If you have 700 employees that have to go through computer based learning and they each have thirty modules to go through that is 21,000 modules that must be completed by your employees. In this example on average they can accomplish two in an hour. For each associate or employee you will need fifteen hours minimum. If they do two hours of learning per day, they will complete four learning modules daily. Each will need seven and half days of learning. You also have to determine how many computers will be used for the training. If you have six computers, as opposed to thirty computers. Your training timeframe will be vastly different. Let’s state for this exercise there are six computers that will be used over a five day work day. Each hour twelve modules of learning are completed by your employees. Ninety six are completed daily. You would need 218 days to complete the training of 700 employees. If you had twelve training computers, that would be twenty four complete per hour. Daily you would have 192 completed. You would cut your training to 110 days.

If you add to that an in person orientation of one hour, and the class room size accommodates fifteen. In a seven hour day (one hour for lunch) 105 employees have completed orientation. You will need six and half days to complete the orientations of 700 employees. In the first assessment you have 218 days of computer based learning and 6. 5 days of orientations. That would be 225 days of training to complete your training workload of 700 employees. If you had twelve computers you would have 110 days plus 6. 5 days of orientation. The total days of 117 days. To be on the safe side you should add another fifteen days at least to the total training estimation, in case something major occurs. Probably more like twenty five.

If training is for an up-coming event, the above training estimation is the length of time that you need before the event to get everyone trained and up to speed. Of course the employees may finish their computer based learning much faster, in which case you adjust your estimation.

Another important factor to organize and manage your training load is whether or not your facility has regular business hours, extended hours or even twenty four hours. If you are going to oversee the training during regular business hours, who is going to oversee the training for the mid shift, late shift or overnight shifts? Another question that you need to answer; is all the training going to be done at your local facility or do you have to send employees out for training at other facilities? Do you need to accommodate out of state travel expenses? And specific dates of training?


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