Logistics training is essential for business success. The way we deliver this training is critical to its favorable result. We need to evaluate the different methods of training our employees and choose the one that best meets their needs. According to a LinkedIn article written by Logistics Management, “Once you have identified your training needs, you need to choose the most appropriate and effective methods to deliver your training content. There are many options to consider, such as online courses, webinars, workshops, simulations, games, case studies, or on-the-job training. You should consider the advantages and disadvantages of each method, such as the cost, time, accessibility, engagement, feedback, and retention.”
We spoke with experts in our company, and this is what they had to say:
Yanina Beleño, Training and Development Manager at ProfitQuest powered by Hubtek stated that the best method for you will depend on your specific needs and resources, and she shared a few of the most popular methods:
“In-person Training: This is the traditional method of training, and it can be very effective for providing hands-on instruction and allowing for interaction between trainers and trainees. However, it can also be expensive and time-consuming to set up and deliver.
Online Training: Online training is a more cost-effective and time-efficient alternative to in-person training. It can also be more convenient for trainees, as they can access the training materials at their own pace and from anywhere, with an internet connection. However, online training can be less interactive than in-person training, and it can be difficult to ensure that trainees are actually paying attention and absorbing the information. So, my recommendation is to create interactive activities in which trainees can better engage. Take our ProfitQuest training, for example. We have interactive videos and activities to reinforce what they are learning.
Blended Learning: Blended learning is a combination of in-person training and online training. This can be a good way to get the best of both worlds, as it allows for hands-on instruction and interaction with trainers, as well as the convenience and flexibility of online training.
On-the-job Training: On-the-job training is another way to provide hands-on instruction. This can be a good way to train employees in specific tasks or procedures, but it can be difficult to ensure that all employees receive the same level of training.”
“No matter which method you choose, it is important to make sure that the training is relevant to the needs of your employees and that it is delivered in a way that is engaging and effective.”
Andrew Gulovsen, CMO at ProfitQuest powered by Hubtek, affirmed that building a training program for your logistics organization requires a systematic approach. “It’s critical to incorporate training and development as a cultural aspect of the business. All levels of the organization must see and understand that value, so get the buy-in from the leadership to the desk level, and focus on improved performance and greater opportunities to earn. So, you’ll need to assess your current process and define the gaps – what’s missing, what you want to accomplish for new hire training, recurrent training, remedial training and developmental training.”
“Next, you’re going to want to determine how this training and education should be delivered, based on current technology and budget availability. There are live options, online options, learning management systems (LMS’s), seminars, and a variety of other methods of delivery. It’s important to find the right method for your business, to serve but not to disrupt.”
“Then, once defined, you need to curate the information to incorporate into the program. Much of it has already been created. There are a lot of tools out there, and you can source it from within the industry to serve your business, but there’s going to be a lot of company-specific materials that need to be included as well, so you need to focus on that.”
“From an implementation standpoint, you want to set proper expectations for the time, the effort and potentially, compensation. Those are some key factors in implementing the training program and, most importantly, maintaining consistency in how you deliver it, both the follow-through and the follow-up. The worst thing that can happen is when you set up the program and then after two months, you just stop. You want to keep going and ultimately, it’s a process of reviewing and improving. So, as the training modules or components are completed, you want to review with the learners, managers and leadership, to identify what’s working well and what needs to be improved, to make that delivery more efficient and more effective.”
Finally, we heard from Luis Miguel Delgado, Training and Development Analyst, who said, “In the world of logistics, success hinges on knowledge and that’s why the key to excellence lies in well-designed training programs. However, once that program is designed, and the content is ready, it´s all about delivering it.”
“Consider the following 3 steps, to deliver exceptional logistics training:
- Implement Your Training Program. Roll out your training content with precision. Ensure that resources, equipment, and facilities are primed for your methods. Clear communication is vital. Inform your team about goals, expectations, and the program’s benefits. Keep motivation high, to foster a positive learning environment.
- Establish Your Mentoring Program. Think of it as a golden opportunity. Seasoned logistics experts guiding newcomers. A mentoring program enriches skills, confidence, and career paths. Tailor the program to your team’s needs and pair them thoughtfully.
- Evaluate Your Training and Mentoring Programs. Assess the effectiveness of your programs using surveys, feedback, and tests. Gather insights from your team to uncover strengths and areas for improvement. Don’t forget to celebrate successes and give due credit. Recognition is a powerful motivator.”
“In a nutshell, delivering impactful logistics training involves precise implementation, empowering mentoring, and continuous evaluation.”
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