In this personal blog, we’ll explore:
- Questions we’ve had about training programs for a long time.
- Practical tips we’ve discovered to improve them.
The discussions below might not applicable universally, but we’re mostly talking about scenarios we’ve seen.
Table of Contents:
Introduction
While training programs are to widely recognize for their importance, the extent to which companies gather feedback from their employees about the training provided remains a question.
Many companies seem to be making the same mistakes of not taking into consideration all the relevant factors.
From a personal experience, have observed this issue, but it’s important to note that our views are subjective and may be a common concern among others as well.
Opinions and experiences
- In general training programs are unimpressive as understanding case processing concepts so complex, despite taking it seriously. Whether the issue was with trainee or the trainer remains unclear.
- Communication gaps hindered the comprehension of the trainer’s instructions, even after few days of training.
- To avoid such issues, practical sessions should form an integral part of training programs. Investing in effective training is crucial to ensure high-quality work output.
- However, some training programs are overly complex, causing boredom and lack of engagement.
- To improve this, training programs should focus on common factors processors/coders face, based on the data available that impact quality.
- Logical and engaging discussions must form a part of training sessions that concentrate on quality improvement, rather than mere processing techniques.
The real intelligence is not from experience, from title or from position. The true value coming only from the way you handle.
Receive specialized training with Drugvigil.
Effectiveness of Training: A Complex Question
An effective training – A big question
Effective training programs should not put undue pressure or hurdles on employees.
Although there is no fixed law or method to follow, the focus should ensuring that people understand the content without being in a state of confusion.
The process should be more simplified. The training should be logical, easily understandable, and help to boost employees’ confidence levels. If confusion persists, it indicates a problem that needs to be addressed.
While it may not be possible to cover everything in a single stage, essential factors must be covered, and they should be of significant value to the trainees.
Strategies & Tips to Improve your Training Program
Below opinions are based on experience and feed-backs gathered and that of a team, as we have faced challenges in understanding the concepts and took a long time to get up to speed in the unit.
- Training should be an ongoing process, not only just ten days matter.
- Training not just limited to swiping a slide show.
- The effectiveness of training is not just teaching, but what employees have learned and how they can apply it in their work.
- Companies should invest time and money in employee development by providing opportunities for continuous learning and improvement.
- Many companies focus only on theoretical knowledge and do not provide practical training to help employees apply what they have learned.
- Highly experience doesn’t meant high in knowledge but instead should select trainers who can communicate complex concepts in an easy and logical manner.
- Trainers must who are currently working in the relevant case processing unit can provide insights into daily challenges and complexities, making the training more relevant and effective.
- Training should design to address current challenges faced by the team, and provide practical solutions for addressing errors and improving performance, and
- Finally, if you would seriously considering about to minimize errors in your team, so you should seek input from individuals who met with frequent errors. Their valuable insights help to improve processes and gain a deeper understanding in those areas.
Conclusion
This article is not intend to make a complaint about my previous employer, but rather a reflection on the experiences and personal opinions that I and my team faced.
It is important to note that these experiences may not universal, and I am grateful for the opportunities that my previous employers gave me to reach the level that I am at today.
“Feel free to contribute your thoughts and opinions to this write-up and add any additional value you think is pertinent.”
Leave a Reply