A structured training program has a clearly detailed schedule, time frame, outline of activities, and assignment of responsibilities. It has well defined goals and consequences. Having a structured training program typically leads to more success and employee development than an informal or unstructured one. Without structure you likely have little awareness of training goals and strategies to accomplish them. Subsequently your training comes across as less important to new hires or employees. In a structured program, expected training outcomes and strategies are heavily emphasized. These are important to program success as they provide direction for specific steps taken and methods used by trainers to develop the skills of employees.
The structure of a training program also increases your ability to provide a consistent and high-quality training experience for employees. A clearly outlined training module or guide offers a framework that managers can consistently implement with each employee in a given position. This ensures that each employee starts with a similar opportunity to learn the key facets of his job. This gives all employees an equally good start, and in team-oriented environments, colleagues will appreciate that they all received a similar training experience.
Over time, successful companies constantly upgrade their standards of performance, and thus the capabilities of each employee. To grow, you need the ability to measure outcomes of training to make improvements and adjustments over time. If a particular training component doesn’t produce desired results, you can amend it, or scrap it from the program. In an unstructured training regimen, you don’t really have a way to measure whether the time and money spent on training produced tangible gains in employees’ ability to perform.
Structure means certainty. Company leaders can be certain about the quality and impact of the training provided, at least to the extent they trust trainers to perform their duties. You know exactly how many days or hours you allocate to training for each role. This makes budgeting for training more effective. You also formalize the skills required for a given position and the training tasks necessary to help a new hire reach a critical level of job familiarity.