Newsletter :. Seven Essentials For Training New Hires

Providing appropriate training from the start can make the difference between long-term, effective employees and ineffective slackers.

Here are some essentials of effective staff training for new hires:

1. FOCUS ON INDIVIDUAL NEEDS
A new hire with work experience using the same tools and software at old employment may not need as much orientation and or training. But one who has never specifically done this type of work will need more formal training. First step is evaluate their knowledge, skills and abilities. Where should they be and focus on filling the knowledge gap.

2. CREATE A DESIRE TO LEARN
Motivated employees learn better. Listen to concerns. Provide specific examples of ways the training will help them. Establish training objectives, timeframes and methods. Focus on development, not remediation.

3. MAKE LEARNING FUN
Create a learning environment that incorporates many elements. Build variety into the training to keep it interesting.

4. FIND THE ‘RIGHT’METHOD
Discover if they are a read instructions first, or a hands on learner. Does you new hire prefer theory, can they learn sitting at computer terminal all day? Do they need live instruction? Tailor the program so trainees can learn quickly and efficiently.

5. APPLY LEARNING TO THE JOB
Just memorizing concepts without understanding how those concepts apply back on the job is a waste of training time and money. Employees need to understand how what they’re learning applies to what they will be doing.

6. DEVELOP AN EVALUATION
Never train for the sake of training. Make sure that you have some method in place to evaluate the effectiveness of training. Some possibilities include:
Pre- and Post- training test to gauge knowledge of specific concepts and to determined if they have learned.
An evaluation of performance done three to six months after training to determine whether the training has stuck.
An evaluation of performance by supervisors and peers to see whether there has been any change on the job.

7. FOLLOW UP
Training should be an ongoing process, not a one-time event that is soon forgotten. Don’t assume that once you’ve trained an employee your job is done. You should continually assess you employees’ knowledge and skills, and provide training as necessary throughout their employment.

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