eLearning

How to Train More Than 100 Employees All Together

100 employee train

Large companies that provide meaningful training to their employees are guaranteed to get better efficiency, increased productivity, and overall higher profits from their workforce.

However, this is one of the constant challenges that large companies face. Creating great training that offers measurable results is already difficult, but it is especially hard to do so for a large number of employees.

If a training program is ineffective overall, this means that the company will waste a lot of resources and time while not getting anything in return.

We are going to talk about ways that you can train large groups of employees in a way that ensures their training sticks.

This means that they will finish their lessons with actionable knowledge that will both benefit employees and the whole company.

Use a learning management system

If you are looking to train more than 100 employees, then you can’t try and transfer knowledge onto them through a traditional classroom setting.

It’s simply ineffective and inefficient, as it would require large spaces for training, multiple teachers, and a very long time to go through training programs with all employees.

This is why it’s a better idea to provide online learning through an Learning management system as all companies today have computers for their employees.

On top of that, large companies have offices around different locations and it’s much easier to create, manage, and analyze training progress using an LMS.

Make your training materials consumable

For a lot of companies, it’s difficult to create a training course for a large number of employees because they try to include all the things they find relevant in a single lesson.

They try to include all the different knowledge that their employees are missing. This creates an overwhelming training course that simply exhausts employees without them being able to retain any important knowledge.

It’s essential for course creators, trainers, HR managers, and company leaders to remember that we are living in an age of overwhelming information.

This means that creating shorter and smaller training courses is a more effective method. Less is more, and the more consumable your training is, the better employees will retain it.

Get employees onboard with training

One of the biggest difficulties with training large groups of people is to get everyone on board with it.

This is essential as everyone needs to be willing to improve themselves and participate in training because they want to, rather than because they “have to”.

The formula is quite simple, if people don’t want to learn, they won’t. This is why companies use various methods to convince their employees that learning will help them.

Companies first try to incorporate training when employees aren’t exhausted or give them the ability to do it on their own time until a certain deadline. On the other hand, managers also need to present how this training will benefit them and their skills, while also including rewards for the best performance.

Incorporate training within the job

Corporate leaders often create a strict model of employee training and present it as a burden to their employees. They include seminars and courses after work hours when employees are already tired and just want to go home.

Even though this kind of training can be included, it’s also great to mix it up with some informal training. Such training is done while on the job and it can include short bursts of interactive lessons or allowing people to train through work.

For example, people can train their leadership skills by getting roles where they are in charge of a certain project.

During the project, they will be supported by a learning management system through which trainers can monitor their performance.

Create learning quizzes

The most consumable type of training content is quizzes. They are short, interactive, and simple, which is a perfect combination for engaging employees in their learning experience. Any course creator can find an online quiz maker to create short quizzes on a weekly basis and continually provide them for training purposes.

Additionally, an online quiz maker can also be used to create quizzes that can gather information from employees about your current learning courses. These quizzes can be added at the end of each learning lesson to see what your employees think of them and help you improve.

Create engaging learning content

The quality of the learning content itself also needs to be on a high level for it to immerse learners and help them retain knowledge. This means keeping learners engaged with various approaches.

First of all, make sure that your learning content doesn’t come in a large chunk and that you divide it into multiple shorter learning modules. This means that the content will be more consumable, so the module won’t last for a long time and learners will stay focused throughout.

It’s also important to use different types of learning content including text, images, videos, and quizzes. This will keep learners engaged and different concepts can be explained with different types of content. These are some of the key concepts you need to keep in mind when training large groups of employees.

Remember that using a learning management system is essential and you should get one as soon as possible, just like all big companies do. It not only makes learning easier, but it also makes the job of your HR department a lot easier.

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