How to Write and Implement an Employee Training Program

in Employee

By: John R. Daly

© 2013

 

The definition of employee training refers to the methods used to provide employees with the business skills they will need to perform their work-related activities. There are many reasons to establish a formal employee-training program. Employee training sets clear expectations regarding the responsibilities and the work that is anticipated of both for those hired recently and current employees.

The goal of the training should be clearly defined at the onset. The employee must be able to understand the importance of training to achieve effective learning. The development of the training program must begin with clear goals. What is the result to be achieved in the training? The answer will be the definition of the training goal.


Never use a training program that was originally designed to be placed into application for another company, or training programs sold on line that can be best described as "pre-packed or canned" and not relevant for your training needs. If needed, make sure that employees are both competent and understand their role and responsibility in organizational structure, give them the specialized knowledge that they need. This means not only constant review and updating the employee job description, but also using internal auditing to ensure compliance that employees are currently doing their job as intended. Ask for employee feedback on what they think should be on the job description and ideas that they are willing to share to increase productivity and efficiency.

When looking at designing an employee-training program, one will find that it is particularly common to feel overwhelmed. There is a lot to cover, and the first thing that one can do is to break it down into segments. What are the individual duties of the job? List each duty, because each one will likely require its own section in the manual.

Once the segments are resolved, write down the orderly processes, preferably either using flowcharts or data. Not only will this communicate the information that is required. In follow this structure, you will also find that it simultaneously provides the incoming employees with documentation and information in effectively doing their job. When training employees, remember there are always some processes that the only time and experience will teach. That means that you have to believe that they will need a place to verify this information. While printing out all the processes and handing the new hires a binder full of processes is an excellent idea, one will also find that using a knowledge base system similar to a wiki system interface will help tremendously. Put this resource on the company intranet; ensure that documents that affect their areas of responsibility are readily available and current.

The more interactive and hands-on your training program is structured, the more effective it will be. While people can absorb information through passive lectures, it takes more time and more effort. Make sure that employees have some practical experience with your products and services before they interact with both co-workers and customers. Proper use of these, both in its systematically as to consistency, is a correct way to achieve the training and development of personality, in line with the purpose and objectives of the organization. Evaluation is extremely difficult to determine, is to put into action a set of attitudes, biases, and even prejudices that must be considered with the greatest possible equality. Provide each employee with a written survey of the class to fill out, and ask them to complete it at the end of the session. This survey must include questions about the quality of training, understanding of the goal, and any comments the trainees may have regarding improving the training experience. This feedback information is crucial in the development of future training programs.


Designate an instructor that can demonstrate practical experience thus allowing an increase in the learning curve. It is also of value to determine who among the veterans are taking care of teaching the people who are shadowing them. It is always merits your time to figure out who will be good trainers and mentors.
 

TRAINING OBJECTIVES:
 

● Provide the organization with highly qualified employees in terms of knowledge, skills, and attitudes for improving business and job performance.

● Develops a sense of responsibility towards the business through increased competitiveness and relevant training.

● Keep the executives and employees continuously updated address the technical and business changes that are generated by providing information on the implementation of new technologies.

● Make changes in the development of interpersonal relationships between all departments and employees of the organization.

● Structure the training plan in a flexible way so the trainees will feel comfortable enough to contribute. Keep the conversation productive and safe. The best environment for a successful training experience is an informal, open, and pleasant zone.

● Writing ground rules in a straightforward manner, and distributing those rules at the outset of training will limit non-productive behavior. Each person involved in the training session is worthy of respect. Self-esteem is paramount. Set this tone early and aggressively maintain it.

● Use real life examples and situations to emphasize the goal. Group discussion of real life examples opens the door to make application of the training goal. Providing/soliciting solutions create workplace tools that the trainee can apply.

● Keep the training short. Keep the trainees involved. It can be expected that a presentation will only keep the attention of the audience for a maximum of 20 minutes. Focus the attention of the employee by keeping them involved. Write two or three relevant activities/discussion items that can be applied during the middle part of the training.

● Training must develop and end with employee involvement. Start the employee training with an activity to test the understanding of the goal. Hands-on activities, if appropriate, will increase retention. Otherwise, allow the trainees to introduce themselves and talk about how the goal has an impact on their work environment.

Any company or organization should be completely empowered to make certain that their training program is both implemented and effective to achieved the desired results. Carefully consider thinking about what your needs are and how you can fill them. A good and practical training program looks at the company as an opportunity to promote continuous improvement and empowerment to employees in all organizational departments. When you are implementing your training program, do not expect people to take it on top of their other duties. This is something that is a little difficult in small companies, but you want your organization to be dedicated to the task of creating effective training materials and methodologies.

The company or organization must consider the training process as an obligation to fulfill requirements. The best training is obtained when it is utilized as an ongoing process, always seeking information and skills to keep up with the rapid changes that occur in the world of constant competition in business.

 

 

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John R. Daly has 3 articles online

John R. Daly was born in the Bronx borough of New York City. When John was 12 years old, his family moved to Palo Alto, California where John spent his grade school years, college, and early adult life.

John spent his business career in senior management positions where he has focused primarily on International Sales, Marketing, and Business Administration.

Before starting his own freelance writing career in 2008, John served as the Director of Asian Manufacturing Operations (1992-2008) for a Fortune 500 manufacturer. In this position, he was responsible for establishing integrated contract manufacturers, international sales and marketing, supply-chain management, quality/business systems, and program/project management. His principal business office was located in Taipei City, Taiwan with branch offices located in Hong Kong, Singapore, Shanghai, and Lyon, France.

With over than three decades of business organizational and management experience, John has developed the right skill sets to put in place a determined and focused business organization. As an entrepreneurial individual, John is currently building his own successful consulting and freelance writing business.

John can be contacted through his website http:/www.themovinghandwrites.com

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How to Write and Implement an Employee Training Program

This article was published on 2013/02/26