By Ryan Eudy, CEO, EJ4
Many HR professionals are familiar with the concept of the employee lifecycle. The idea is that every employee goes through stages with your organization, including recruitment, onboarding, ongoing development, retention, and exit or separation. Different HR programs with different goals apply at each stage as your employees are changing and developing.
The employee lifecycle has a big role to play in crafting training and development programs that are suited to where your employee is in their lifecycle (or think of it as a quest) in your company. Organizations can tailor their training solutions to apply to the employee journey and look at things from the employee’s point of view.
THE EMPLOYEE JOURNEY AND CORPORATE TRAINING PROGRAMS
The employee’s journey can give organizations some keen insights into their corporate training and development programs. The kinds of corporate training you offer a seasoned employee should be different from those you provide during onboarding, for example. Would you give a brand-new employee training on how to pitch a project to executive leadership? Or does a seasoned employee need to take “Gmail 101?” Probably not. A more meaningful training approach is the one that takes into consideration the situational needs of the employee.
The same goes for the frequency of training, the depth of training, and even the kinds of training topics offered. So how do we go about accommodating all those various needs?
When we think in cycles, the tendency is to prepare a set schedule for training where, say, all new employees take a set curriculum, all High Potentials take another curriculum, and so on. This is not a bad way to do things, especially for larger organizations…
But what would happen if you also allowed employees to direct their own learning, setting their own path, at their own pace? What if training was geared not just toward achieving certain company-mandated goals, but toward helping employees with the hundreds of little challenges that they confront daily in their work and private lives? My guess is that your corporate training programs would look vastly different. And once you empower employees to learn independently, you may find that they bring new and helpful skills to the table, making their work better than ever before.
WE WROTE THE BOOK ON EMPLOYEE JOURNEYS
Going through each stage of an employee’s journey, discussing their needs and goals at each stage, and suggesting how to tailor training programs to meet those needs and goals…that goes well beyond what I can cover here. Fortunately, we created an eBook to fill that need. In it you can learn:
>>The differences between an employee lifecycle model and an employee journey;
>>Why onboarding should really start well in advance of day 1;
>> The one element that, when missing, makes employees 12x more likely to leave your organization;
>>What steps are involved in a highly engaging development program; Four major factors that contribute to employee turnover (and how to mitigate them);
>>How exit interviews can give you greater insight into employee journeys so you can improve them, and more.
We understand that part of the draw of the employee lifecycle model is that it gives a nice visual representation of what HR is all about. We wanted to keep that visual element in mind. So, not only is the eBook full of useful stats and information, but we also worked hard to make it visually appealing as well. It has a mythical design of a hero’s epic journey with dragons, ogres, castles, and fairies! Download this free eBook and
find more useful resources at ej4.com/quest
About the Author:
Ryan Eudy is CEO of EJ4, a multiple Best of Elearning! Award Winner. This year, EJ4 earned honors for Best LXP Platform, Content Aggregator, I.T., Soft Skills, and Compliance Training. Contact EJ4 at www.EJ4.com