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Matching the Best Training Method to Meet Agency Objectives

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Thu Sep 03 2015

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Matching the Best Training Method to Meet Agency Objectives-069f681cf2e5090db5e2a07ad5aacbf0bef8a4c6405951d195e12471d14e48c1

There are many training methods and opportunities to choose from when it comes to employee education within a government agency: online courseware; virtual classroom; in-person, traditional classroom environment; or a combination of all of the above. Whatever the choice, an organization’s future goals and objectives should be the training mission, with the needs of the individual front and center. 

Ideally, an employee’s individual development plan would mesh with the agency’s vision and its operational necessities, in conjunction with the individual’s career growth and development. A robust and well-designed training program that considers individual needs and talent gaps is also an effective recruitment and retention tool.

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Case in Point

As a college graduate, I entered a sophisticated Army civilian training program in what has now evolved into human capital management. That program included mandatory classes, functional human resources training, and a two-year rotational assignment with a mandatory geographic move. 

Fresh out of college, I did not know all the ins and outs of working in a federal organization, but the training program gave me the foundational education I needed to both perform my job well and advance my future career. Indeed, it helped me become the kind of employee who was an asset to my organization’s future.

Matching Method to Goals

As far as specific learning methods go, none stand out as superior. Individual needs, learning styles, and organizational goals must be considered when deciding which educational tools will be most effective for the learning objectives. For instance, total immersion may not always give the best result, as some employees may be more apt to learn in a hands-on environment or through smaller bursts of information. 

Meanwhile, the classroom environment has proven to be an invaluable and highly effective networking tool. Consequently, spending time learning with peers in an employee’s same discipline or area of interest can result in lasting support and synergy that endures throughout and beyond federal employment. Classroom instructors can also serve as valuable resources for the future.

 

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How are you designing your training programs to meet future agency goals and requirements, as well as individual needs?

Continue the conversation with Al Ressler during the “Skill Setup: Choosing the Right Training for the Right Task” session during the Government Workforce: Learning Innovations conference.

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