Training Your Employees

Training Your Employees

“In the modern world, knowledge is power. Anything you can do to increase your knowledge will increase your power.” Employees with a firmer grasp of new skills are more likely to thrive in the workplace, and organizations that invest time and resources into training their employees have an increased chance of success. Workplace training on various topics, from communication skills to financial management, has improved an individual’s drive for learning, job satisfaction, and organizational commitment. Yet many managers need help to commit the time required to conduct a training session. How can organizations meet their training needs with scant resources? “Training is one of the essential things the manager must do. And it doesn’t cost very much.”

Things to Consider while a Company is Training their Employees

1. Know Employee’s Skill Level

According to Dr. Jordan Sudberg, once one has established that each employee needs to have a set skill level, it is essential to ensure they obtain it through company-sponsored training or other methods. For instance, if you have a dermatological clinic, you need to make sure that your employees undergo a dermaplaning training course. Employees’ skills are different from one day to another. One can be a ‘self-starter’ one day and an ‘observer’ the next because of the changing work situations. Some employees can adjust to changing work situations better than others, but you should strive to have your employees achieve the highest level of ability possible.

2. Determine the Appropriate Method

Classroom training is the most common method of training. However, if the employee cannot attend a training session due to scheduling conflicts, an alternative approach should be provided that still achieves the desired goals. This can range from checking out books from the library on basic accounting procedures and preparing materials for review later on to using web-based programs that simulate performance scenarios in real-world work environments.

3. Determine Objectives

The objective of any training program must be clear and specific to allow for accurate evaluation upon completion of the program. If the company has a uniform performance standard, it may be easier to determine the degree of knowledge and skills attained by the new employee.

4. Determine the Learning Style

Employees learn in different ways at different speeds, which requires other methods of treatment. It is essential to recognize differences in learning styles between employees so they can be dealt with accordingly. Training materials must be appropriate and effective for each individual, or results may not be as successful as desired.

5. Establish a Training Technique

Various training techniques are designed to help teach and improve software, communication, and leadership skills. According to Dr. Jordan Sudberg, different training techniques help employees acquire the specific skills needed to perform their jobs at a practical level. For instance, as part of training for implicit bias standards, one should take asynchronous implicit bias courses.

6. Provide Appropriate Evaluation

The Evaluation of skills recall after training and completion of the training should be at regular intervals to ensure the employee can still apply the information learned during their training.

This training method is much like that in a classroom setting, where you are given precise information, which is tested and evaluated by the instructor or, in some cases, by peers. You will be given tests or exercises that deal with specific information and then take a test to see how well you have absorbed it. This is called Proctored Training or Testing in this form and can be done either online or by coming into an office for more personal instruction.