Post-training follow-up: what is the point?

The effectiveness of vocational training is judged both on the quality and relevance of corporate actions, but also on the support offered. The post-training follow-up makes it possible to sustainably implement newly acquired skills in the service of the development of employee skills and the productivity and overall performance of the company.

Training follow-up methods

A training plan sets the general framework and goals of the pedagogical process over time. Monitoring mechanisms are among the components covered by this plan, whether carried out by the company or by external trainers.

At the end of a training course, the employees concerned acquire new skills that they are supposed to put into practice. However, breaking away from old practices is not easy. The task is all the more delicate as adopting new habits to replace the automations acquired over the years can baffle your employees.

The post-training follow-up aims at first to identify the obstacles that may hinder the implementation of new processes, new tools, at the personnel level. This monitoring collects the evaluations of employees on the training actions implemented, through an evaluation of hot or cold satisfaction.

The follow-up process also provides the appropriate support resources for each employee so that they can take full advantage of their training. This can be translated into individual coaching or personalized support. The post-training follow-up is also an excellent performance indicator allowing the company to assess the potential of its employees.

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

The Fifty approach

Emotional intelligence, collective sense, customer relationship sense, creativity are all personal qualities sought after by companies. If these qualities, which are part of the so-called “behavioral” or “human” skills, exist in each of us, their degree of manifestation varies from one individual to another.

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

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

Fifty recommend 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 behaviors to improve human skills. Each journey is unique and each change is quantified in real time. It's called eDoing.

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