1. Mental
Health Talks - Fostering a comfortable and safe
environment for all employees where one can freely share & express his /
her views about organizational culture and suggest ideas to make the workplace
better. The L&D can take a note and plan necessary interventions
accordingly.
2. Lunch and Learns - Foster a culture where Lunch and Learns are the norm. These should be casual meetings over lunch, facilitated by a different person every session, and built around a topic that person specializes in and wants to broadcast. It could be discussing a new book they've read, a new tactic, a new craft in their field or a new approach.
3. Communication Gym - is an L&D initiative where employees learn, practice, and master life-changing communication skills. It can provide a platform to employees to share their knowledge, speak on topic of their interest and learn from each other.
4. Self-Directed Programs - Self-directed/paced programs (with formalized objectives and content) effectively provide low-cost development and ongoing learning.
5. Research Project "Bake-Offs" - Construct special projects for select cohorts as development opportunities, closing with presentations.
6. Mentoring Programs - A low-cost training initiative organizations can make use of for new employees or ongoing staff learning is a mentoring program. A mentoring program can help new employees learn more quickly about an organization and how to meet the expectations of their job.
7. Auditing and Measuring - Auditing and measuring are key features when implementing any training initiative. By seeing results, everyone understands the programs better. For example, once a new hire completes his/her onboarding sessions, test the knowledge to ensure critical information was shared & understood.
8. Training Process Gamification - Turning elements of a training process into a game or challenge can serve as a fun, memorable way to educate employees and allow them to better retain information.
9.Inside Training With Top Performers - Training does not have to cost you a tremendous amount of money, if you look inside your organization. Your leaders and top performers can hold many soft skill and technical training classes, as well as mentor and coach junior level employees.
10. Online Training and Team Discussions - Utilizing a social media app/ page for relevant online training / learning information along with follow-up discussions in team meetings can accelerate the path to productivity for new employees.
11. Training Videos Archive - Most companies hold regular meetings with their management-level personnel, and inevitably there are segments of training. By having these seminars recorded, your company can have new managers watch these videos and get up to speed much faster.
12. Do-It-Yourself Development Plans - Hold sessions to assist employees in making their own development plans. These should include their personal mission statements, their short-term and long-term career goals, their current skills gaps and plans to close these gaps.
13. Apprenticeships and Cross Training - Never underestimate the power of apprenticeships (internal mentor programs) and cross training. Apprenticeships give employees and managers the chance to intern within the organization, working with leaders or other departments on projects and/or development.
14. Social Learning- One of the best low-cost and easy-to-implement training solutions is social learning, where one employee can shadow a more experienced team member to better understand his/her role, day-to-day responsibilities and processes. Benefits include real-time and direct feedback, knowledge transfer and catering to individual learning preferences. Social learning fosters a collaborative organizational culture.
15. A Mentoring Program - Mentoring, when done right, is a network intervention that requires the least capital expenditure and can provide positive impact in a variety of areas such as onboarding, learning, employee engagement and retention. The challenge is that simply launching a mentor program is not sufficient. It requires nuanced planning and consideration of mentor-mentee alignment, adoption and culture change.
16. Study Circle - The concept of Study Circle aims at self-development of employees by instilling a desire to acquire/update knowledge, information and experience. It also kindles and triggers thinking and learning process, thus facilitating personality development.
2. Lunch and Learns - Foster a culture where Lunch and Learns are the norm. These should be casual meetings over lunch, facilitated by a different person every session, and built around a topic that person specializes in and wants to broadcast. It could be discussing a new book they've read, a new tactic, a new craft in their field or a new approach.
3. Communication Gym - is an L&D initiative where employees learn, practice, and master life-changing communication skills. It can provide a platform to employees to share their knowledge, speak on topic of their interest and learn from each other.
4. Self-Directed Programs - Self-directed/paced programs (with formalized objectives and content) effectively provide low-cost development and ongoing learning.
5. Research Project "Bake-Offs" - Construct special projects for select cohorts as development opportunities, closing with presentations.
6. Mentoring Programs - A low-cost training initiative organizations can make use of for new employees or ongoing staff learning is a mentoring program. A mentoring program can help new employees learn more quickly about an organization and how to meet the expectations of their job.
7. Auditing and Measuring - Auditing and measuring are key features when implementing any training initiative. By seeing results, everyone understands the programs better. For example, once a new hire completes his/her onboarding sessions, test the knowledge to ensure critical information was shared & understood.
8. Training Process Gamification - Turning elements of a training process into a game or challenge can serve as a fun, memorable way to educate employees and allow them to better retain information.
9.Inside Training With Top Performers - Training does not have to cost you a tremendous amount of money, if you look inside your organization. Your leaders and top performers can hold many soft skill and technical training classes, as well as mentor and coach junior level employees.
10. Online Training and Team Discussions - Utilizing a social media app/ page for relevant online training / learning information along with follow-up discussions in team meetings can accelerate the path to productivity for new employees.
11. Training Videos Archive - Most companies hold regular meetings with their management-level personnel, and inevitably there are segments of training. By having these seminars recorded, your company can have new managers watch these videos and get up to speed much faster.
12. Do-It-Yourself Development Plans - Hold sessions to assist employees in making their own development plans. These should include their personal mission statements, their short-term and long-term career goals, their current skills gaps and plans to close these gaps.
13. Apprenticeships and Cross Training - Never underestimate the power of apprenticeships (internal mentor programs) and cross training. Apprenticeships give employees and managers the chance to intern within the organization, working with leaders or other departments on projects and/or development.
14. Social Learning- One of the best low-cost and easy-to-implement training solutions is social learning, where one employee can shadow a more experienced team member to better understand his/her role, day-to-day responsibilities and processes. Benefits include real-time and direct feedback, knowledge transfer and catering to individual learning preferences. Social learning fosters a collaborative organizational culture.
15. A Mentoring Program - Mentoring, when done right, is a network intervention that requires the least capital expenditure and can provide positive impact in a variety of areas such as onboarding, learning, employee engagement and retention. The challenge is that simply launching a mentor program is not sufficient. It requires nuanced planning and consideration of mentor-mentee alignment, adoption and culture change.
16. Study Circle - The concept of Study Circle aims at self-development of employees by instilling a desire to acquire/update knowledge, information and experience. It also kindles and triggers thinking and learning process, thus facilitating personality development.
Source:
- https://www.forbes.com/sites/forbeshumanresourcescouncil/2018/07/27/low-cost-training-initiatives-every-organization-should-employ/#3915d2dfd636
- http://elevatinglearningbook.com/the-academies-framework-a-useful-tool-for-conceptualizing-learning-strategy-3/
- https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/key-steps-for-better-training-development-programs.aspx
- https://www.inc.com/encyclopedia/training-and-development.html
