| Whether it is for new hire orientation, skills | | | | even use graphics or language that is not necessarily |
| enhancement, and/or personal development, there is a | | | | "corporate". |
| need for HR training programs. Whatever the reason | | | | Seating a new hire next to a seasoned associate |
| may be, it is important to have a quality training | | | | would also be another effective technique in new hire |
| program. This will keep your staff motivated in learning | | | | training. Your new staff would see firsthand the many |
| necessary skills and concepts, which in turn, would | | | | aspects of the job and how the concepts he learned |
| increase your department's and your company's | | | | in the initial training are applied. Often referred to as |
| profitability. | | | | side-by-side training, this would be a good way of |
| The effectiveness of your program relies primarily on | | | | introducing the new hires to existing employees. It |
| its quality and variety. You could make one laden with | | | | creates an opportunity for them to develop a working |
| valuable information. However, you need to make sure | | | | relationship. |
| that it is structured in such a way that your staff can | | | | There is definitely a lot to learn in this training. However, |
| and will absorb as much of it as is possible. Let us | | | | it is said that a new associate would only absorb |
| take, for example, the training program that every | | | | about 40% of the information from it. Thus, there is still |
| company has - new hire training. This is the very first | | | | a need for further training. These are the equally |
| training you give to new employees. It is not limited to | | | | important continuing education programs. It is only |
| orienting your new staff about the company and its | | | | logical to first have a goal in mind before making these |
| existing policies and procedures. This is also where | | | | programs. What do you hope to achieve with this |
| your trainees learn and fully understand their job | | | | program? Is it to enhance employees' skills? Is it for |
| positions, functions, and how they relate to the | | | | their personal development? Or is it a combination of |
| organization as a whole. It includes expectations of | | | | both? |
| their jobs, the skills they need to do the job well, and | | | | Once you have determined your objectives, you can |
| how they affect the company. | | | | then design an HR training program that would best |
| Unquestionably, this training is crucial to the successful | | | | meet these objectives. Again, it is important to keep in |
| operation of the company. So, how do you make this | | | | mind who your participants are for this training. It must |
| program effective? It starts with having an updated | | | | be tailored according to their needs. It would also help |
| training manual. Since this would serve as their visual | | | | to keep a diverse group to encourage lively |
| guide, the manual is vital in preparing your new staff | | | | discussions. Always keep your training sessions fun |
| for their position. Keep in mind that the manual is not | | | | and interesting. After all, technical inputs are important, |
| for you or for your boss. It is for your trainees. | | | | but they might all just go down the drain if staff |
| Therefore, design it for them. Keep it interesting and | | | | members are not excited about learning. |
| easy to understand. If you think it would help, you can | | | | |