You’ve heard about the value of training your employees, but you are left wondering two things.
What does that value really equate to? And how do you build and scale a training program across your organization efficiently and effectively?
If you are a hospital or a physician group entering 2021, these questions are likely weighing on you as you consider your investment in training this year. Golden Source Consultants aims to help you answer these two questions and share advice on how to accomplish your training goals as your organization adjusts and recovers from a challenging 2020.
First, let us review some statistics that remind us of the real value of providing learning opportunities for employees:
- According to HR Magazine and the Association of Training Development, companies investing $1,500/employee annually have a 24% higher profit on average.
- The National Center on the Educational Quality of the Workforce (EQW) reports that on average a 10% increase in workforce education led to an 8.6% gain in productivity for a study of 3,100 companies.
- A study by IBM found that increasing team skills by 1/3 increased the likelihood of successfully meeting goals from 10% to 100%.
These are powerful numbers on the ROI of training. Additional gains for employee retention, reduced cost in hiring, and increased engagement scores are also tangible and measurable outcomes seen from investments in training.
In order to recognize the ROI on training and development initiatives, your organization needs to find a way to efficiently and effectively scale your programs. Having a single trainer likely does not allow access for your employees organization-wide. Sending employees to outside workshops likely is not cost-efficient. A model that Golden Source Consultants has seen work and assisted clients in establishing is termed “Train the Trainer”. In the “Train the Trainer” program, a select group of employees is identified to be trainers of their peers across the organization. These “trainers” are then taught the content and how to facilitate the training to others.
The benefit of this model is that it increases the number of “trainers” available to a healthcare organization without increasing the overall headcount. Some additional advantages are:
- Cost-Effectiveness: It is much less costly to have a trainer inside of your organization who can train specific topics.
- Local Input: Trainers that are part of your organization are also be able to talk about subjects that are unique to your practice or site. This gives each training a personalized touch.
- Increased Consistency: Because the message is planned and employee “trainers” are trained on how to explain and lead others through lessons, there is increased consistency in the message.
- Higher Employee Buy-In: Trainers that are known by your team give the employees a more familiar environment. The lessons are from an insider’s perspective of the organization’s environment, culture, patients, and services, which allows for real-world stories that create a trust that the training is relevant and important.
- Build A Great Training Team: Having a team of trainers enables your organization to consider offering more training programs.
- Successful follow-up: Because your trainers are also part of the team, they have the opportunity to follow up after the training with employees on the job. This means the class continues long after the class time ends.
In conclusion, if your healthcare organization is considering how to increase your training efforts without breaking the budget, then a Train the Trainer model may be a great option. If you would like to learn more about how to create a Train the Trainer program read our blog post on The Five Essentials For Building A Successful Train The Trainer Program.