Introduction
Learners’ attention is guaranteed to wander if they are made to sit through training that serves no purpose or is irrelevant to their jobs. Although many businesses erroneously believe that educating large numbers of employees using a “one-size-fits-all” approach and imposing it on them is effective, role-based training may be a more effective strategy.
A varied set of abilities and areas of expertise are required for each position in a corporation. Some eLearning may apply to the entire organization; however, most eLearning that is skills-based or focused on technical information only applies to a single department or a smaller portion of the firm’s personnel. If you haven’t observed an employee successfully applying the knowledge and skills they’ve gained in training within the context of their actual job role; there is simply no way to determine whether training is having the desired effect on an employee, either during training or after training. Role-based training is the ideal method for accomplishing this seemingly insignificant but crucial task.
Why Businesses Need Role-based Training for New Employees
The term “role-based training” refers to a specialized method of instruction and individualized instruction based on the roles and functions within an organization. Training that is task-based and individualized, as well as training that covers workflow and teamwork, are included. The training is placed in the context of a specific function and the requirements to perform in that role using role-based training.
Our company’s development of role-based training allows you to quickly and effectively deliver highly individualized training content to your team. During designing the training, we keep your company’s needs in mind so that it can get as close as possible to meeting your vision. This not only ensures that your employees will learn the skills that are pertinent to their positions, but it also benefits your company.
Employees can develop the self-assurance they desperately need to succeed on the job by participating in role-based training, which is especially beneficial during the early stages of their employment when they will face the most significant number of unexpected challenges and feel the most out of their element.
According to a study conducted in 2016 by Udemy, an astounding 44 percent of respondents stated that they left their previous work because there were insufficient opportunities for learning. Another study conducted by Middlesex University found that 74 percent of the 4,300 workers who participated in the survey believed they could not reach their full potential at work due to a lack of possibilities for professional growth. Training that is centered on roles can assist you in overcoming these statistics.
Seven reasons role-based training will benefit your company
Provides tools for the workforce
An employee has the opportunity to demonstrate that the investment of their time, energy, and financial resources into the acquisition of a particular skill has been worthwhile by participating in role-based training. It also gives HRs and L&D managers the essential methods to ensure that new employees, especially the Millennials of today, are well-equipped to perform their job tasks effectively. Millennials make up the largest generation in the workforce today.
The application in practice
But at the end of the day, it all comes down to a simple question: “How well do your employees apply the abilities they have learned in real-world situations?” Suppose you listen carefully to what HR and L&D professionals and other industry experts say. In that case, you’ll notice that they emphasize the significance of role-based training for nearly every function in the organization, especially for entry-level ones.
Playing the parts of one’s profession.
When doing role-based training, the instructor or CEO of the company plays the part of a fake manager or customer. The learner is put in situations similar to those encountered on the job to practice the skills they have acquired during training. The main distinction is that the parts played do not have any results planned for them. In this scenario, the trainee is required to perform only to determine whether or not they have learned the skills well enough to carry out job tasks in a real-world work environment.
Acquiring the ability to confront adversity
After you have determined the objective of your role-based training, the next significant step is understanding what constitutes a training module and how to make the most of the information included inside it. Putting a learner to work in a real-world environment, such as a virtual office, retail store, or production line, is one of the most efficient methods to implement this training. By employing actors to play the role of real customers during training, you may teach the employee how to handle stressful situations such as dealing with unpleasant clients or working during peak hours.
Assessing the level of performance
Following the completion of the trainee’s role play in a realistic simulation of a job-role scenario, the trainee is tasked with analyzing the performance captured on CC-TV. They can conduct self-evaluation of their performances and make adjustments if they watch the recording of the performance. The individual in charge of training, human resources, or learning and development may periodically review the recordings to identify areas of weakness in the trainees’ role-based education and determine whether or not the trainees are making progress.
Troubleshooting
One of the advantageous side effects of role-based training is that it kickstarts the process of ingraining in learners a habit of critical thinking and the ability to problem-solve in challenging situations on the job. This is one of the many good spin-offs of this type of training. The training does not require a significant financial investment. It effectively keeps talent by ensuring that individuals receive consistent training for learning and growth. It is also an excellent method for identifying talented employees already working for the organization. Employees are better prepared for their jobs and can take on various responsibilities.
Possibilities for gaining knowledge
Modern organizations’ employees are constantly looking for possibilities to master new skills for their own professional development. According to a recent study, employees are more likely to seek new employment if they discover that their current organization does not foster a learning culture. Similarly, even a more significant portion of employees will have no qualms about abandoning their positions without prospects for professional advancement. According to the findings of yet another poll, just 13% of learners can apply their knowledge to the performance of a variety of work duties.
Conclusion
Role-based training can change the way you design and run your L&D program for the better. Using this unorthodox approach, you can create a more customized, effective, and efficient program that will improve the quality of your employee’s work & performance.
