• Gather stakeholders and subject-matter experts and create the training content.
• Identify potential trainers.
• Equip the trainers with the tools they need (training materials, program templates, etc.).
• Equip the trainers with the skills they need (facilitation and presentation skills).
• Pay attention to trainer evaluation and evaluation of the training program as a whole.
Since this is a first for your organization, take a step back and make sure you have proper context before launching into identifying trainers and building content.
• To reassign or increase the use of internal employees to avoid layoffs or to increase employee engagement.
• To "insource" in an effort to rein in training costs because of economic issues.
• To address a new area needing training (such as ethics) that previously did not have training associated with it.
• To comply with regulations (e.g., mandatory sexual harassment training).
• To address concerns related to the value or quality of existing or past training programs or initiatives.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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