I am new to the role of corporate trainer/training coordinator and am looking for some advice on where to start. There is so much information out there, and I'm feeling a bit buried having no real experience in this field.
I have been tasked with the daunting job of building my company's training program (which is in the pharma industry, no less) from the ground up. Does anyone have any insight into which trainer training programs out there are worth the time and money? I want to build a solid foundation for myself first, but there are so many options available, and I want to make sure I'm using my company's resources wisely.
Also, if anyone is aware of any pharma-specific resources, I'd be hugely grateful for any leads. Thanks so much for your input.
Just hoping to get a response to my plea for help :)
Does anyone have any suggestions for good foundational training? I am on a VERY tight budget, so I need to make sure that the courses I take are top-notch in order to make the most of the money I do have.
I am feeling your pain here however not really sure where to start with some supporting advice for you. I have many contacts that may be able to help however it depends on a numbers of things.
- What sort of training are you looking for (Soft/hard, accreditation)?
- how many people involved?
- What is the purpose of the training?
- Are you looking to train yourself up to provide the training to your people?
Please feel free to give me a call on this on 01536 799 395. I may not have all the answers but will know somebody who can help.
I think one of the first steps you need to take is to understand the kind of technology you need to use.
To answer this question you need to know your company needs, such as number of users, courses, do you use videos or slides, what kind of tests and training activities do you want to perform, what kind of reporting tools do you need.
In my experience I saw that most of the training programs fail because of the instrument they use.
I'm a little biased here (I work in there) but I think you will find some useful information on the Docebo website here. Docebo is the third best Learning Management Tool for Corporate Training and it supports basically any kind of training you want to deliver, from virtual to classroom.
Moreover we've built a blog which now contains quite a lot of useful information for Corporate training specialists. You can read the blog here.
Hope this was helpful,
Hi Rachelle. Congratulations on your new role. When I started out in corporate training, I used the courses from The Training Foundation to give me a solid grounding in how to do things. It gave me a good grounding and I am grateful to those who designed and delivered this training. Not cheap, but a good investment, in my opinion. Of course it takes time to absorb and put the learning into practice, but I now head up a small training group in the Pharma industry, so it served me well. I also have my favourite thought leaders who I follow, but won't elaborate here! Good luck, and enjoy the journey :-). I'm happy to talk.
Try ASTD which is very well known
I've recently helped put together a whitepaper on the key elements required for successful online learning in hi-tech/knowledge economy enterprises today - we call it the total learning system because it represents a comprehensive approach to the affordances and opportunities of today's new technologies in the learning space. You can find it here and if you have any questions just give me a shout.
Hi Rachelle, I found myself in a simillar position a year ago and also found a lack of quality information on how to build up a training concept. There are lots of support companies and trainings available onve you define what you want but getting to that level of definition was the hard part!
The initial mistake I made was to start from the existing, fragmented, historic training ideas that were available in the company. I soon discovered that the level and type of knowledge needed 5 years ago is very different to what is expected to be needed in 5 years time (i.e. future proof the training concept). The fundamental change we see is that we will not train people to know things but to train people to find things they need to know!
This mistake has been corrected - but it did have a significant effect on what were the requirements needed in 'train the trainer'. Good luck in your adventure but make sure it's clear in your mind what change in capability will occur in your staff by doing the training.
I think you should start with the business.
Speak with your business stakeholders to understand what they are looking for (at a high level) from the learning function. Get an understanding of the expected business outcomes and then work it back into what it means for learning. For ex - a new project may be expected to generate profits of say $100. This may mean hiring 10 new ppl with ABC skills... what skills do they need and how do you go about transferring them those skills? would you hire those with skills or would you hire inexperienced folks and train them inhouse? Those are the questions you can consider asking.
All the responses above are great and I am glad so many folks took the time to write to you. I believe you should start with the end in mind and the end is - enhanced business performance. Work backwards.
You might find it helpful to take a look at our model of learning - the Towards Maturity Model. It basically defines the steps you need to take in order to create an effective L&D strategy in your organisation. Without sounding too salesy...it should be a great starting point for you in designing a course from the ground up.
We're a Community Interest Company, which means most of our resources are free - we do a lot of research to help benefit the L&D community. If you need any help or want to connect, feel free to drop me an email at email@example.com.
PS. The Model is being overhauled on our site to better explain it, so keep your eyes peeled for that :)
I have worked with pharm-tech before to develop internal training programmes. And have lots of experience training-the-trainer. I'd be happy to advise on any specific problems you have developing programmes. Don't spend your money on expensive external train the trainer stuff and focus on what small gains you can make now. My quick advice to anyone new to this kind of thing is to do the following.
1. Read: Design for how people learn, by Julie Dirksen. Its a no-nonsense approach to developing learning.
2. Trainers are typically overly confident and have that 'seat of the pants' approach to delivering training. One way to get around this is to provide as many job aids as possible and make delivering training a learning experience of relaying on aids. One example is to have SME's voice over powerpoint/keynote presentations at critical points to explain the content and how it should be delivered. Trainers love this just-in-time help which they can use on or before the day or in breaks.
If there is anything else you would like advice about please message me.
Congratulations on your new role. I think Anjana has given you some very good advice. When you're thinking about setting up a training function, think about what it is that the business wants, search for their needs. Ask them what's keeping them awake at night and deal with that first. Ask for metrics, for how they measure success and then try and align the training you're doing to that.
It's a long road, and it will be difficult at times, but it can also be hugely good fun. Best of luck and happy to talk if you want more.
Welcome to your new role and congratulations. On top of all the useful advice above, I would look to try and network. There will be other organisations around you who would be only too willing to share experiences and offer recommendations of suppliers.
Ask questions on here and also look at the possibility of joining a learning industry organisation such as ITOL, BILD, LPI or CIPD. These will all have members in your area who may be able to offer further advice.