4.3.1. Training Program
After the individual worker has been properly introduced to the job, the employee still needs to be thoroughly trained, especially in the initial period of employment. Familiarity with established procedures and operational policies, presented in a well-organized manner, can do much to encourage the employee to gain self-confidence. Properly trained employees deliver better service, feel more satisfied in their roles, and are more willing to take on new challenges without feeling overwhelmed. Training benefits both businesses and employees, leading to higher productivity and overall job satisfaction. Viewing training as a strategic investment rather than a cost is crucial, as it significantly enhances the value of a company’s most important asset—its staff. An effective training process involves several key steps: reviewing job descriptions, setting training objectives, selecting trainees, creating a training plan, determining training methods, identifying competent trainers, evaluating training success, and documenting the training.
Selecting excellent trainers is essential for effective training. On-the-job training is typically conducted by supervisors or senior staff members, while off-the-job training can involve either in-house personnel or external instructors. Supervisors play a crucial role in daily training responsibilities and should be equipped with effective training techniques. They need to understand the necessary knowledge and skills to make employees productive, often found in job analyses and descriptions. Trainers should set clear goals for training and understand adult learning principles and communication strategies. Developing supervisors’ training capabilities, even in small businesses, through courses on training methods can lead to significant productivity gains. Using job descriptions as a base for training programs helps employees connect training to job performance, ensuring relevant and effective training content. Comprehensive job descriptions and training manuals provide a structured approach to employee training, reducing personnel problems and enhancing performance evaluation processes.
Instructor preparation for instruction to be given on the job includes the following tasks:
Break Down the Job: List the principal steps. Pick out the key points.
Have a Timetable: How much skill do you expect your pupil to have, and how soon?
Have Everything Ready: make sure the right tools, equipment and materials are at hand.
Have the Workplace Properly Arranged: Arrange it in the way in which the worker will be expected to keep it.
After preparation, the instructor sets about the actual instruction:
Prepare the Worker: Put the worker at ease. A frightened or embarrassed worker cannot learn. Find out what is already known about the job, and begin where the knowledge ends. Make the worker interested in learning the job.
Present the Operation: Tell, show, illustrate, and question carefully and patiently. Stress key points and make them clear. Make sure that you are delivering the instructions clearly and completely. Work first for accuracy, then for speed.
Try out the Worker’s Performance: test by having the worker perform the job under observation. Have the worker tell and show you, and explain the key points. Ask questions and correct errors patiently. Continue until you are sure the worker knows.
Follow-up the Worker’s Performance: Let the worker perform alone. Check frequently but do not take over if you can give the help needed. Designate to whom the worker goes for help and encourage questions. Taper off extra coaching and close follow-up until the worker is able to work under usual supervision. Don’t forget to give credit where credit is due.
A common misconception is that employee training is only necessary for new hires. In reality, ongoing training and development are crucial for maintaining a strong and productive workforce. Investing in employees through internal promotion, succession planning, and comprehensive development programs not only enhances productivity and retention but also improves the organization’s reputation. Effective employee development programs should align with business goals and focus on progressively building a relevant skill base, rather than relying solely on short-term, commercially available courses.
Creating an employee development program involves several key steps. First, engage in discussions with employees about their career development and improvement goals. Establish formal training opportunities, utilizing both in-house expertise and external programs tailored to the desired skill set. Implement a formal mentoring program, providing necessary training for mentors. Recognize and reward employee participation in development activities, considering individual preferences for rewards. Encourage cross-training and movement within the organization to foster a versatile and skilled workforce. Investing in development programs strengthens employee commitment, enhances their performance, and boosts their self-esteem, creating a mutually beneficial environment for both employees and the organization.
