In no way can you assess the impact of training on employees better, either during training and post-training, unless you have seen them apply the skills they have learnt efficiently and to your satisfaction in a real job-role situation. And, role-based training is a perfect way of doing just that seemingly small but important job.
· A role-based training can be ‘THE’ real litmus test for an employee to prove that all the time, energy and money spent on learning a particular skill are worth the effort.
· It also provides HRs and L&D managers with the necessary means to ensure that the new employees, particularly today’s Millennials, are well-equipped to perform their job-roles efficiently.
But at the end of the day, it all boils down to one single point – ‘How good are your employees in practical application of the skills learned by them? If you believe HR or L&D experts then you can hear them underlining the importance of role-based training for almost every role, but more significantly for entry-level roles, in the organisation.
Enacting job roles
In a role-based training, the trainer or business head acts as a dummy customer or manager. The trainee is asked to perform roles taught during training in a real job-role setting. The only difference is that the roles performed are without any projected outcomes. Here, the trainee is asked to perform only to see if he or she has learnt the skills well enough to undertake job roles in a real job-setting.
Learning to face challenges
Once the purpose of your role based training is ascertained, the next important step to know is what makes up such a training module and how to make best use of it.
· One of the effective ways of implementing this training is to deploy a trainee in a real office, retail store or production-line setting.
· Train him or her to deal with a difficult customer or a peak hour pressure situation by hiring actors mimicking as a real customers.
· After the trainee has played out his or her role in an actual job-role situation, he or she also needs to evaluate the performance, recorded by a CC-TV.
· By watching the recording of the performance they can undertake assessment of their performances and take corrective measures.
· The trainer, HR or L&D in-charge can watch the recordings from time to time to suggest steps to further improve upon the performance and point to the lacunae in their role based training and tell them if they are really improving or not.
One of the positive spin-offs of the role based training is that it starts the process of inculcating in learners a habit of critical thinking and troubleshooting difficult situations at workplaces.
· The training involves no big investment.
· It is effective in retaining talent by ensuring their regular training for learning and development.
· It is also a great way of spotting talent within the organisation.
· It makes employees job-ready and skills them up for different roles, from time to time.
Opportunities of learning
· In today’s workplaces, employees always look out for opportunities to learn new skills for development.
· According to a study, workers tend to leave their jobs if they find there is no culture of learning in the organisation.
· Similarly, even a larger section of workers will have no qualms about quitting their jobs in the absence of any development opportunities for them.
· Another survey has revealed that only 13 per cent of learners apply their skills to performing different job-roles.
· Role based training creates opportunities for learning
Role based training, besides being cost-effective and making employees job-ready with necessary skills, also serves the larger purpose of making learning a continuous process without being expensive. It opens up an altogether new window of opportunities by making learning productive and a routine affair.