Post-training follow-up: what's the point?

The effectiveness of a vocational training course is judged both on the quality and relevance of the actions in the company, and on the support offered. The post-training follow-up enables the newly acquired skills to be implemented on a long-term basis to develop employees' skills and improve the company's overall productivity and performance.

Training follow-up methods

A training plan sets out the general framework and objectives of the educational process over time. Follow-up arrangements are part of the plan, whether carried out by the company or by external trainers.

After a training course, the employees concerned acquire new skills which they are expected to put into practice. However, breaking away from old practices is not easy. The task is made all the more difficult by the fact that adopting new habits to replace the automatisms acquired over the years can confuse your employees.

The post-training follow-up aims initially to identify obstacles that may hinder the implementation of new processes and tools at the staff level. This follow-up collects employees' assessments of the training actions implemented, through a hot or cold satisfaction evaluation.

The follow-up process also provides the appropriate support for each employee so that he or she can fully benefit from the training. This can take the form of individual coaching or personalised support. The post-training follow-up is also an excellent performance indicator enabling the company to gauge the potential of its employees.

Fifty is an innovative training tool designed to encourage your employees to develop their soft skills. Our platform offers a complete educational programme based on the Nudge theory and using artificial intelligence to improve the human skills and personal qualities of your employees.

The Fifty approach

Emotional intelligence, team spirit, customer relations and creativity are all personal qualities sought after by companies. Although these qualities, which are part of the so-called "behavioural" or "human" skills, exist in each of us, the degree to which they are manifested varies from one individual to another.

The Fifty approach consists of developing/improving employees' soft skills by means of targeted recommendations, i.e. micro-actions to be taken on a daily basis, encouraging individuals to change their behaviour or adopt certain choices without constraints or obligations.

Soft skills training serves the interests of both the company and its employees, on the one hand, because the improvement of behavioural skills is an excellent vector of performance and productivity, and on the other hand, because it promotes the development of skills, and therefore the career development prospects of the employee.

Fifty recommends the right action, at the right time, to each employee. Our platform provides actions to be carried out in the workplace, without constraints or obligations, gradually helping to change behaviours to improve human skills. Each path is unique and each change is quantified in real time. This is what we call eDoing.

The impact of the approach Fifty approach covers both technical and soft skills. Contact us for more information on our offer.