4 professional steps to do a training program

4 professional steps to do a training program

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

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:

Step 2: Internships

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