Sprint framework training is a term adopted by human resources teams from the world of computing. By following a sprint framework, both employees and HR teams have the ability to develop the latest and most urgent skill requirements in an efficient way. 

What Is Sprint Framework Training?

Agile methodologies dominate many aspects of computer programming and are also being used by HR teams. Agile consists of a set of principles that can be implemented in various ways. One of these methods is “Scrum”, which focuses on developing software in the shortest possible time frame but without sacrificing quality. 

But what is the shortest possible time frame? According to Scrum, it’s a period of two to four weeks, and this period is known as a sprint. 

Translated to HR needs, sprint framework training is a set, short time allotment for requiring a specific skill. Note that a sprint framework can also be applied to other HR areas such as onboarding and recruiting. 

Why Is Sprint Framework Training Relevant to L&D?

Workplace skills are changing faster than ever. Even by itself, this fact means that L&D teams must constantly upgrade the courses that they supply to employees. A sprint framework allows HR to create and implement training programs at a pace that is faster than normal in order to keep up with rapid skill obsolescence.

In addition, these frequent revisions have become a competitive issue. The purpose of new skills is to make an organization more productive. Companies with similar products and/or in the same industry can use a sprint framework to innovate faster than their competitors and stay ahead every time a new ability becomes important. 

What Are Other Advantages of Sprint Framework Training?

In addition to faster upskilling and increased competitiveness, sprint framework training delivers a number of benefits:

• Efficiency. The time constraints imposed by sprint framework training force participants to concentrate on essential aspects of the program. However, when the model is used correctly, and regular milestones are reached, this does not result in more stress for the teams. 
• Morale. Employees tend to enjoy the fast pace of a sprint framework.
• Recruiting. Especially for younger generations, non-traditional ways of learning are highly appealing. By mentioning the use of a sprint framework in hiring materials, an organization gives the image of being modern and dedicated to employee development. 

How Do Sprints Work for HR and Talent Development?

There are two levels of implementing sprints for L&D programs. 

The HR Department

When the need for rapid skills development is recognized, a selected number of HR employees work exclusively on the project. Agile in general tends to succeed for smaller teams that can coordinate closely, and creating a “sprint team” allows this level of focus. The process from that point on is as follows:

• Planning. Skills and related KPIs are set. It’s important to decide on metrics that are quantifiable, but this might be a challenge for soft skills. Still, there are methods to support soft skill evaluation. 
• Prioritization. To ensure that the process is as rapid as possible, only crucial aspects of a skill should be taught. For example, if an employee needs adaptive skills training due to a change management initiative, then other skill elements (problem solving, decision making, etc.) can wait. 
• Sprints. Once the courses have been rationalized down to vital components, the HR team sets a milestone-based schedule, sources training experts, and implements the program for various employees. 
• Daily and Post-Sprint Review. What sets sprint framework training apart from simply a rushed course is the review method. At any point during a course, objectives, KPIs, skill elements, and even instructors can be changed. Revisions are discussed every day and at the end of a sprint. Through this method, new ideas are tested immediately and so the L&D program is optimized quickly.   

Employees

The result of HR’s actions is a set of L&D courses that are designed to rapidly teach an employee the vital aspects of the skill that they specifically need. It is then up to the employee to concentrate on acquiring the skill as quickly as possible. In the event of a crisis being the trigger for the training, the rest of the employee’s tasks should be set aside or allocated to a different worker. For this reason, direct managers also need to be involved.  

It also depends on the employee to provide continuous feedback about the different aspects of their course. This forms an essential aspect of the review process mentioned above. Employees can use the Four Factors of Training Satisfaction as a guide for comments.   

Sourcing Sprint Framework Training with Growthspace

Sprint framework training is only one exciting and new approach to upskilling and other forms of talent development. But how do you find an L&D practitioner who is experienced in using it?   

The Growthspace database forms a collection of hundreds of highly-rated coaches, mentors, and technical trainers. With just a few clicks, Growthspace provides you with the contact details of L&D experts from every field, and of every training technique. As the world’s leading talent development platform, Growthspace enables you to find the right course for the skills you need today, and the best people for teaching it.