4 professional steps to do a training program
I have any. Successful company training program effective to emphasize that the employee/employee on Familiar with the way his work is carried out. During the recruitment and selection processes, The right one should be employed, But the right one also needs to Exercise on How to perform job tasks At your institution. result from Lack of training is low in productivity Customer loss and poverty Relations between Employees and presidents.
4 professional steps to do a training program
The scarcity of training can also lead to dissatisfaction, which means that the company will face problems with staff retention and high turnover. It ends up with a high value for the company.In fact, a study showed , Conducted by the American Society for training and development, that about 41% of Employees in Companies that You need to. Training is planning to Leaving the company within a year One, It’s, on The other side , 12% of Employees working in companies that Enjoying a training program. Branham.2005. to reduce the costs resulting from Not attending a training program, It will help you and have a training program to reduce the risk. That is what this chapter will address.
To develop an effective training program, four steps generally occur. We review them as follows:
Step 1: Prepare and qualify the New Employee Orientation employee
The first step in the process Training is Processing/ Qualification of the employee. Processing and guidance count The practical staff member used to welcome an employee Talk in The foundation. Its importance is divided into two parts. first The point is that Employees are aware of the policies company and learn how to harmonize their job And the business as a whole, i.e. they achieve harmony between The little work they do and the picture. The big one for the company.
What are the objectives that the company is trying to achieve in preparing and qualifying the new employee:
Start costs are said to be:
If the processing and rehabilitation process is done correctly, It could. This is set in speed. The employee is aware of different policies and procedures, so that For the leading employee in Effort directly. And reduce potential mistakes. And so that’s up to me. The company has positive results in its plan to reduce start-up costs.
Reduce the disorder. Starting a modern business could have costalot of concern. One of the objectives of processing/preparation and training is to reduce the feeling of stress and anxiety that occurs to individuals when exposed to modern situations.
Reduce employee turn over turnover:
The volume of rotation increases. Staff in case of no Employees’ sense of evaluation or if not He ends up giving them the tools. Basic to carry out the job. Processing can appear / preparation and training for the employee that Foundation TEmployee quantity and tools are given necessary to complete his tasks successfully.
to save the time of supervisors and co-workers.
The purpose of the good processing process is to prepare and train the employee better, which means that it will not take the employee many time to learn.
to determine predictions and behaviors. If the staff knew from the opening what the expectations were, they would perform better.
Similarly, If employees learn the values and behaviors of the organization from the outset, there will be a greater chance of success in the company.Some companies not only use processing/qualification as a way to inform the employee of the company’s policies and procedures, but also for employees to get to know each other.
When few companies process very specific processing programs with a different group of individuals to provide data to new employees. This can create a welcoming environment, as well as give the employee the information he needs.
Step 2: Internships
In-house training programmes are the learning opportunities that the organization has developed for use. Those are usually the second step in the training process and often a steady process.
Internal exercise programs can be a training that becomes relevant to specific functions, such as how and how to use a specific type of program. In the field of industry , Internships may have an employee who learns how to use a particular type of machine.The large number of institutions provide internships for heterogeneous human resources articles as well, which means that it is not permanent to specialize in a particular area.
A few examples of internships include:
- Training in ethics or job ethics
- Training to raise awareness of specific issues such as sexual harassment at work
- Training to accept multiculturalism and diversity in the working environment
- Communication training
- Management training
- Customer service training
- Operation of competent equipment
- Training to do the same job
- Training in the necessary skill expertise
The Human Resources Department may sometimes establish and give that training , but often the supervisor or manager introduces the training.
Step 3: Mentoring – MENTORING
After the employee has finished Preparation qualification and internships, companies see the necessity in Providing mentoring opportunities as a next step As part of a process Training. In A few times you might Completes the assignment of a guide/mentor During internships .
The mentor is a trusted and experienced consultant with first-hand experience in employee modernization. He may act as a mentor, but he is often played by a colleague with personal experience and skills to help guide an individual through a training program.
While the routing process has done in an informal way , It’s the guidance program. They could help ensure that no The new employee feels welcome. Only but completes his pairing with An experienced one. And it could help him Throughout any challenges expected on top of Effort.
To work effectively, the mentoring program requires that the mentoring program become part of the business culture; in other words, new mentors should receive internal training to be mentors/mentors. The choice of mentors writes off the construction ofexperience, desire and personality.
Use Few organizations have orientation programs close-range as they find that Recruits’ exercise for their colleagues The talkers are more. Price for both parties. As an example of this , Uses Starbucks That approach. When the launch of a shop is cancelled Talkin the market modern ,
Write off sending a club of specialized shop managers to modern shops to lead the launch activities of the shop, Including the exercise of modern employees.
Step 4: External training
Includes external training i.e. kind of Training that doesn’t It’s done . Within the organization. It’s customary to be That’s the last step in training , And it could be practical. Steady. It could include sending employee to a seminar to help him to Modifying leadership skills or Help in Tuition fees For an employee who He wants in Acquisition of a marketing cycle. As an example of this, To become a technical officer. Ford Car Company, You have to. Attend ford ASSET, It is a partnership between Ford Motor Company and Ford dealers, And the choice of technical schools.
4 professional steps to do a training program
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4 professional steps to do a training program
