Your new recruit walks in the door on his or her first day on the job. You complete the mandatory paperwork, walk them through the building, and then either start their training or turn them over to their manager.
What next steps can you take to ensure that this new employee will be able to function effectively in their new workplace?
As a human resources professional, it is vital that you can set up or administer a specific start up training program that is unique to your industry.
It is never enough to pass the probationary worker an employee handbook, show them where the washrooms, lunch rooms, and coffee supplies are, and then turn them loose.
Every extra minute that you can spend with them will pay off in their effectiveness down the road.
For example, if you work in an industry involving heavy equipment or procedures that could be dangerous if not handled properly, safety training and guidance on what to do in an emergency is paramount.
You also need to ensure that each employee has a written job description, a work schedule, details on how they will be paid, and a clear understanding of the requirements of their job and the tasks they will be expected to perform. They also need to know the level of performance that is expected from them.
You also need a consistently administered, standardized training program and the means to apply it.
As American entrepreneur John Romaniello, founder of Roman Fitness Systems in New York City, says, the best training program in the world is absolutely worthless without the will to execute it properly, consistently, and with intensity.
3 Types of Training for New Employees
Training programs for employees starting up need to cover functional aspects, management aspects, and more.
1. Functional training means advising employees on what they must know to do their jobs. It includes everything from how to answer the phone properly to keeping a lab door securely locked or storing supplies in a particular area. It also includes special technical training if needed.
2. Management training includes discussions about the company’s mission, philosophy, and culture and how the employee can fit into the plan.
3. Additional training can mean enrolling new employees in mandatory training sessions for longer-term programs, such as advanced technological skills, additional languages, or even programs to complete their formal education.
At every phase of start-up training, keep a checklist, and when it is completed, have new employees sign to acknowledge that they have received this training.
Ensure that each new employee is aware of and complies with any special unique training needs specific to health and safety within your specific industry. For example, they may need an additional certification or specialized training to operate a particular piece of equipment.
Seek New Employee Feedback
Finally, encourage your new employees to evaluate your training program so you can be aware of any changes needed.
HRCouncil.ca offers downloadable templates for an evaluation of a training program as well as some other useful tips on their website. Although they are designed for non-profit organizations, they are also applicable to businesses.
How and Why to Train Your Employees
In a start-up, every employee is extremely vital and valuable to the success of your company’s growth and expansion. Individuals must be multi-faceted and wear different hats since the resources available are slim. Just as important as the question, ‘how do I train my employees?’ should be the question of ‘why should I train my employees?’
If you believe that people are your most important asset, take the time to effectively plan and research ways to make your training as effective as possible. Every company has different needs and different secrets to success. By taking the initiative, you’re one step closer to housing the best and brightest individuals.
About the Author
Roz Bahrami is a blogger for SkyPrep, an online training software. Roz regularly contributes blogs related to corporate training, L&D, and marketing.