You understand the value of employee training and have invested time and money in the best learning courses to satisfy their demands. However, six months later, you discover that certain employees’ credentials have expired due to a lack of required hours and that some compliance issues have yet to be handled on the job. You realize that despite months of meticulous planning, you failed to consider maintaining track of employee training. An employee training tracker can be a valuable tool for ensuring that everyone is on track, compliant, and current with their training commitments. Here are your options for how to achieve it, as well as how to properly set it up.
Why is it crucial to keep track of employee training?
It’s critical to keep track of employee training. When employees receive insufficient training, over 40% of them abandon their new jobs within a year. As the typical onboarding cost, a new salaried employee can be anywhere between six to nine months of pay; losing an employee due to lack of training directly impacts your bottom line.
In addition, tracking employee training ensures that everyone on site has what they need to function safely and lawfully in heavily regulated businesses where non-compliance and lack of credentials can shut you down. This is highly crucial in industries like construction and healthcare, as well as in any other field.
A key aspect of lowering staff turnover is proper employee training. Employee engagement to the organization, morale, and turnover intent will all increase if the training and tracking procedure attempts to improve workplace safety and employee investments.
Finally, knowing who has and has not been trained will assist you in understanding what is going on with your personnel. Suppose you notice a pattern of errors in one area of your business, for example. In that case, you can check the training records to verify if the individuals making the mistakes have received enough training. This can help avoid misunderstandings between managers and staff, boost workplace productivity, and promote a better, more collaborative environment.
How can enterprises, small or large, keep track of employee training?
Deploying a learning management system (LMS) is ideal for keeping track of employee training these days. A good LMS does precisely what it says on the tin: it controls staff training implementation schedules and maintains track of learner engagement, assessment results, and course completion dates.
While you could use an Excel spreadsheet and emails for this task, if your organization has more than a handful of employees, this may quickly become messy. Taking the time to choose and implement improved ways for monitoring staff training can help even the smallest businesses.
When it comes to finding the finest LMS for tracking staff training, follow these steps to identify the best fit for your company:
● Bring everyone on board and provide them with what they require.
● Concentrate on what you genuinely require (not all the bells and whistles)
● Scout for a learning management system (LMS) that matches your current requirements.
● Look for a learning management system (LMS) that will grow with you.
● Make a system for reviewing the reports that your LMS generates.
Let’s take a closer look at each of these.
Bring everyone on board and provide them with what they require
Executives, HR, and other key stakeholders must all be on board with implementing a new employee training tracker, and they must be given the resources they need to understand their alternatives.
If you’re in charge of choosing a new LMS for your organization, start by describing the value of tracking employee training in terms of cutting attrition, lowering costs, and staying in compliance with all industry standards and regulations.
Proceed to step two once everyone understands the advantages in terms of time, money, and legal operations.
Concentrate on what you genuinely require (not all the bells and whistles)
What exactly are you searching for in a learning management system? Is your LMS capable of tracking changes in compliance and laws for your construction company?
Healthcare providers must keep their licenses current by continued professional learning and, in some cases, complete re-certification every few years. If your clinical practice’s LMS can’t keep track of that, it’s not the proper one for you.
Similarly, some LMS systems provide additional reporting and analytics features that you may or may not require now or in the future. They may appear opulent, but make sure these extras are worth the extra cost.
Look for a learning management system that satisfies those requirements
If you’re creating a company-wide quarterly training program that all employees must complete, an LMS that just monitors course completions might be what you need. Alternatively, perhaps your large healthcare organization requires all medical personnel to have current credentials (or the necessary training) as well as a complete awareness of HIPAA compliance. It will be challenging to track certifications if your LMS is unable to do so.
Most executive teams also desire a bird’s-eye perspective of staff performance and activity that can be gathered and sent promptly for employee reviews or assessments. Check to see if your choices are feasible.
Ensure your LMS has what you need, has outstanding technical and customer support, and is compatible with your current technology. Alternatively, if your technology is outdated, it’s essential to understand what modifications you’ll need to make to upgrade and expand to accept the new system (and whether your firm is prepared to make those changes!).
Compliance is the most common reason individuals look for a new LMS. Still, the ability to combine your existing learning programs onto an easy-to-use platform is just behind it. Determine your principal goal before moving on to step four.
Look for a learning management system (LMS) that will grow with you
Concentrate on what you require while keeping a weather eye on the horizon. Perhaps your dental office currently employs ten hygienists and two dentists, but you have huge ambitions to triple in size in the following years. You may never require some features (see step three), but you want a scalable staff training tracker regardless of your objectives.
Make a system for reviewing the reports that your LMS generates
You think you’re done after entering employee information, but an LMS can provide pervasive reports on not only course completions and certifications but also the following:
● Completion of training (and dates)
● Results of the evaluation
● Facilitator evaluations on employee satisfaction with the training
● Logging time in training modules
A sound learning management system (LMS) can tell you how your employees feel about the training and the people who deliver it. This can help you create more valuable, exciting training for your employees, reducing training friction. Create a routine for reviewing these findings to improve your training over time.
Conclusion
Launching an employee training program is the right first step toward reducing workplace injuries and maintaining regulatory compliance, but it should not be the last.
You must keep track of how each person is progressing through the training, including administering tests, on-the-job monitoring, examining employee reviews, and incorporating feedback from line managers and supervisors. You risk jeopardizing your employees’ health and safety if you don’t keep track of their training progress.
