Posts tagged "Training Process"

Different Methods for Training Employees for a Company

Training is an essential part of any organization because it is the technique which is used for helping employees learn new technologies to hone their skills and enhance their capabilities in order to have better understanding and knowledge of various new things in the market. This is important for growth and development of employees and also for the organization. It is helpful in widening their ability to think so that they can come up with innovative ideas and think beyond the obvious so that they can become improvised and more beneficial resources for the company.

Here is this article to help you introduce training in your organization so that even you can enjoy workforce which is more skilled, talented and in synch with the present technologies and market trends. But before that you must understand that lots of money, time and energy goes into training individuals hence, managers must know about the weak areas of their teammates which require attention so that a well focused training program can be developed for them which caters these requirements. It can be for existing employees and also for the new entrants.

Training Methods

Let us have a look at the different methods of training which are used by organizations to make their employees competent.

On The Job Training

The best way to learn is in the practical world. On the job trainings have been designed keeping in mind this logic. They are given to employees at the office or the workplace by their managers or superiors. The superiors train their teammates regularly in order to tell them about new market trends, train them on new technologies, help them acquire skills which are supportive in their working. This makes employees better aware of their roles, responsibilities and the right way of accomplishing their tasks.

There are different kinds of on job trainings which can be used to train your workforce.

  • Job Rotation

As the term suggests, in this method the employee moves from one position to another. The idea is to help him learn new skills and ways to perform different kinds of jobs that are related with each other to have better understanding of work. This way they become exposed to different jobs, how they need to be performed and what challenges they need to meet in order to accomplish those jobs. This makes them an all rounder.

  • Coaching

This is another method in which the manager allots different job responsibilities to different employees and then he monitors the performance of each one of them. He points out their weak areas, their mistakes and provides them with feedbacks so that they can improvise on their working. The idea is to make the team handle their job and learn the right way of performing it.

Off the Job Training

This is opposite to the above mentioned technique. In this kind of training, the process of training takes place outside the workplace. They are again of different types and kinds.

  • Simulation Exercise

In this process, the individuals are trained in an artificial environment which closely resembles their actual working area so that they can have better understanding of their job.

  • Seminars and Conferences

This kind of technique is very effective when the numbers of trainees. When the audience is large then trainers use seminar or conference methods to share relevant information with them; they also talk about the recent developments in the market, the latest technologies used in industry and various other topics they wish to cover. They even use case studies to make these sessions more interactive.

  • Vestibule Training

In this kind, employees are trained to work on a new machine or equipment they will soon be using at their actual workplace. This is done so that they are able to learn all the technicalities involved in using that particular machine so that they can clear their doubts and perform with greater effectiveness and lesser errors.

Induction Training

Whenever a company recruits new employees, it is the responsibility of the organization to familiarize these new candidates with the organization, its policies, its structure, its rules and regulations in order to make him feel part of the family. It is very important for the newcomers to become aware about the working process of the company so that he is able to deliver what is expected of him. These induction training programs need to be designed intelligently. You must know what all information you must put across on the first meeting with these new entrants and what information must be shared later. These programs have to be short and informative. You must not miss anything important and you must not make it boring and uninteresting. Make sure you strike a balance to make it effective.

Refresher Training Programs

You need to train your existing employees from time to time. These are essential for refreshing their knowledge and help them learn new skills, technologies and understand present market trends so that they are able to work in synch with the present markets. These are important to prepare your existing human resources and make them competent to meet the challenges in the market. This makes them more responsible and better learned individuals.

These are different kinds of training methods which are used by most of the organizations to keep their employees updated and competent because human assets are the strongest assets for any organization.

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Posted by Hrformats - April 23, 2015 at 12:25 PM

Categories: Employee Benefits   Tags: ,

Training Process Chart / Formats

Kindly find attached Formats for Training Feedback / Training Effectiveness & Evaluation / Training Effectiveness Measurement.

Click Here To Download Measurement Training Effectiveness

Click Here To Download Training Feedback Form

Click Here To Download Training Effectiveness & Evaluataion Form

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Posted by Hrformats - October 5, 2011 at 11:50 AM

Categories: HR Policies   Tags: , ,

Training Process

Training Process

1. Identify training needs:

a. Sources of training needs:

Training needs of the company based on the level of company development and HR policies of company such as

• Plans and strategic goals … in the future.
• The upcoming needs of managers, professional staff.
• The changes in process of technology, tools and equipment.
• What are the requirements of law and standards affect to the organization.

Training needs are identified on Training Needs Appraisal Form by HR manager and / or department heads

b. Review training needs:

Based on Training Needs Appraisal Form, Training manager will review and give consultants to directors base on policies, procedures of company.

Then, training manager send Training Needs Appraisal Form to director for approval.

Based on the proposed division of department head and training manager, director approve form and returned to the training dept.

2. Making training plan.

Training dept will make training plan based on the following factors:

• Training title.
• The purpose of the training.
• Training application.
• Training method.
• Time of training.
• Training costs…

Based on the training plan, directors will review with comments. In case, plan meet the requirements then director will approve for implementation.

3. Implementation of training plan:

The training is done through 2 forms: training in house and external training.

• Training in house is a type of training trained by the professional training company or trainer from management level.
• Training outside the form of training by outside experts and it is conducted outside company.

Training dept will be responsible for deploying training plan.

Details of this step express at process of training in house and external training process.

4. Training Records:

• Training dept have to maintain training records as regulated by this procedure as rules related.
• These training records are maintained in the separate folder or personnel file till the particular employee remains with the company

5. Training appraisal.

Effectiveness of training is appraised base on 5 levels as follows.

• Level 1: Reaction
• Level 2: Learning
• Level 3: Application and implementation
• Level 4: Final results
• Level 5: Return on Investment

Depend on type of training, training manager is responsible for identifying appraisal indicators in written and send to director for approval.

Click Here To Download Training Process

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Posted by Hrformats - July 26, 2011 at 7:21 AM

Categories: Training and Development   Tags: