HUMAN RESOURCE

MANAGEMENT

Prepared by: Teresa Dimaculangan

WEEK 4
Employee Training
Training employees is about teaching them how to perform a specific task or procedure. It’s
usually focused on short-term gains—enabling employees to become better at their current job.
For example:
• Training employees to use the latest update of your office suite
• Training a new hire to use your billing system
• Introducing the latest digital marketing tools to your marketing department
The Training Framework
What you want is a training framework that can be tailored to your specific values, goals, and
challenges. The content has to be rooted in your mission and values, contextualized for your
industry, and designed to fit your organizational structure, culture, geography, calendar, and
more.
With a training framework, the provider can systemize core components of the training system
while at the same time allowing critical pieces to be customized.
The result is a personalized program that is faster and more cost effective to roll out while still
being relevant to your team members.
1. SPEAK TO YOUR SPECIFIC ISSUES
The content covered in the training must focus on the topics and issues that your organization is
facing. A one-size-fits-all approach to content will not work because the challenges your team
deals with are unique.
With a training framework, the facilitator can wrap overarching concepts around specific topics
and show how the legal and business effects of behavior relate to specific workplace problems.
2. FIT WITH YOUR CULTURE AND BUSINESS OBJECTIVES
Successful training programs must allow for cultural fit. The mission, values, and people are
what make your workplace unique. Training that does not take these factors into account will
struggle to succeed.
Even small adjustments can help participants understand how the material covered in the
training relates to their company and their department. It can be as simple as the way phrases
are worded or how the material is slanted.
A training framework should allow for central ideas to stay fixed while specific cultural and
business objectives are woven in.
3. ALLOW FOR FLEXIBLE IMPLEMENTATION OPTIONS
Organizations come in all shapes in sizes. The training needs of a 20-member team at a single
location are radically different from a 1,000+ company with eight regional locations.
A training framework that takes delivery into account is critical to obtain maximum effectiveness.
Providers who offer rigid choices related to delivery have structured the choice around what is
good for them, not your team.
Online, instructor-led training and virtual instructor-led training are all options that can be used
to deliver training to employees. Finding the right blend for your audience is critical to make sure
the message is received and placed into action.
Benefits of Training
Some of the benefits of training employees for an organization are as follows:
Economy in Operations:
Trained personnel will be able to make better and economical use of materials and equipment’s.
Wastage will be low.
In addition, the rate of accidents and damage to machinery and equipment will be kept to the
minimum by the well- trained employees. These will lead to less cost of production per unit.
Greater Productivity:
A well-trained employee usually shows greater productivity and higher quality of work-output
than an untrained employee. Training increases the skills of the employees in the performance
of a particular job. An increase in the skills usually helps to increase both quantity and quality of
output.
Uniformity of Procedures:
With the help of training, the best available methods of work can be standardised and made
available to all employees. Standardization will make high levels of performance rule rather than
the exception.
Less Supervision:
If the employees are given proper training, the responsibility of supervision is lessened. Training
does not eliminate the need for supervision, but it reduces the need for detailed and constant
supervision.
Systematic Imparting of Skills:
A systematic training programme helps to reduce the learning time to reach the acceptable level
of performance. The employees need not learn by trial and error or by observing others and
waste time if the formal training programme exists in the organization.
Creation of Inventory of Skills:
When totally new skills are required by an organization, it has to face great difficulties in
employment. Training can be used in spotting out promising men and in removing defects in the
selection process. It is better to select and train employees from within the organization rather
than seek the skilled employees from outside sources.
Higher Morale:
The morale of employees is increase if they are given proper training. A good training
programme will mold employees’ attitude to achieve support for organisational activities and to
obtain greater cooperation and loyalty. With the help of training, dissatisfaction, complaints,
absenteeism and turnover can be reduced among the employees.
Orientation and Onboarding Activities
Planning an orientation to employees should be as carefully done as planning a systematic
approach to training.
There should be carefully chosen activities and materials used in the orientation to achieve the
goals. Participants should produce certain tangible results that can be referenced to evaluate
the orientation both during and after the orientation.
A progressive view of orientation is that of "on-boarding." On-boarding works from the
perspective that the organization must do all it can to fully equip the employee for maximum
performance for the organization -- and for maximum fulfillment of the employee. Some
organizations have on-boarding programs that last up to a year, where the employee
experiences a several-day orientation program, which includes, not only the orientation to the
facilities and personnel, but also various self-assessments for the employee to get clear on what
he or she wants from employment in the organization. The employee might be placed in a peer
group of fellow, new employees who share advice and other feedback to learn more about the
company and other roles in the organization.
Some key components of employee onboarding include:
• Key Job Knowledge: You can help employees stay engaged and retain information
better by delivering more practical job training in ways that tell stories and catch learners’
interest. Avoid information overload by telling employees only what they need to know.
• Culture/Mission: New hire training is a chance for an organization to introduce itself and
its unique aspects. Make sure employees feel welcomed and excited to join your workplace
environment.
• Initiation/Orientation: Onboarding supervisors should conduct the training in a
centralized, well-designed and comprehensive orientation program that’s not just filling out HR
paperwork. Engagement is also a key aspect of initiation and the new employee orientation
process.
• Compliance: A part of orientation should include information about compliance and what
is expected of the employees in order to avoid issues down the road. Knowing what applicable
compliance laws relate to your specific organization protect the company and the employee.
The Training Process
The Training Process comprises of a series of steps that needs to be followed systematically to
have an efficient training programme. The Training is a systematic activity performed to modify
the skills, attitudes and the behavior of an employee to perform a particular job.
1. Needs assessment: The first step in the training process is to assess the need for
training the employees. The need for training could be identified through a diagnosis of present
and future challenges and through a gap between the employee’s actual performance and the
standard performance.
The needs assessment can be studied from two perspectives: Individual and group. The
individual training is designed to enhance the individual’s efficiency when not performing
adequately. And whereas the group training is intended to inculcate the new changes in the
employees due to a change in the organization’s strategy.
2. Deriving Instructional Objectives: Once the needs are identified, the objectives for which
the training is to be conducted are established. The objectives could be based on the gaps seen
in the training programmes conducted earlier and the skill sets developed by the employees.

3. Designing Training Programme: The next step is to design the training programme in
line with the set objectives. Every training programme encompasses certain issues such as:
Who are the trainees? Who are the trainers? What methods are to be used for the training?
What will be the level of training? etc.Also, the comprehensive action plan is designed that
includes the training content, material, learning theories, instructional design, and the other
training requisites.

4. Implementation of the Training Programme: Once the designing of the training

programme is completed, the next step is to put it into the action. The foremost decision that
needs to be made is where the training will be conducted either in-house or outside the
organization.
Once it is decided, the time for the training is set along with the trainer who will be conducting
the training session. Also, the trainees are monitored continuously throughout the training
programme to see if it’s effective and is able to retain the employee’s interest.
5. Evaluation of the Training Programme: After the training is done, the employees are
asked to give their feedback on the training session and whether they felt useful or not. Through
feedback, an organization can determine the weak spots if any, and can rectify it in the next
session.The evaluation of the training programme is a must because companies invest huge
amounts in these sessions and must know it’s effectiveness in terms of money.
The Training Methodologies
The training methodology deals with the methods aimed to design and implement training. It
must be separated from the “method” because it can be defined as a body of practices,
procedures and rules used by those who work following a “discipline”.
Employee Training Methods
There are several employee training methods in the workplace today. Which employee training
methods end up working for you will depend on your own personal style, the structure of your
workplace, how many employees you need to onboard, what you’re teaching, what your
employees need to learn, their individual learning styles, whether you’re teaching brand-new
employees or helping older ones brush up on material or add to their preexisting knowledge
base, and more. Although it can sound confusing to take all these factors into account, all you
really need to do is consider the current types of training methods in human resource
management available to you and choose the one that seems to fit your needs the best.
Although there are many types of training available, let’s go over a few of the most common.
Classroom-style training is still one of the most effective training methods for new employees.
However, you have to be careful to approach it correctly, as many employees won’t respond
well to being handed a book and expected to learn. You have to interact and engage learners,
and make the knowledge stick by using real-world examples and drawing clear applications to
your organization. If you can do all this, your training program will likely be very successful.
Often it helps to use software, which responds readily to the needs of various learners, can go
at different paces, and adapts to a variety of training situations.
Other effective business training methods include 1:1 training, which matches one learner with
one instructor to show them the ropes. If you can spare the resources, this can be an excellent
way to quickly familiarize a new employee with their job-to-be. Methods for employee training in
the workplace also include job shadowing, which is similar to 1:1 training in that the trainee will
follow an experienced worker around to learn their job. However, they are supposed to play the
role of a “shadow,” meaning that there is less interaction between the experienced worker and
the new employee, as the latter just watches and learns and sometimes asks questions. This is
a better way to get a feel for what an actual day, or week, or more, will look like for that new
employee.
Self-training, which relies on the new employee conducting research to learn what they need to
know for the job, is also an employee training methods learning style. Other types of training
methods in training and development include bulk training, where you train large numbers of
employees at once, and automated training, such as we offer here at Lessonly.
Automated training can help you reach large numbers of employees all at once, or it can allow
you to train individual employees as they come on board quickly and easily, so that you don’t
have to waste time waiting for a large enough batch of employees to justify a classroom series
or other group training approach. By using tailored software, you reach employees immediately,
giving them the skills they need to become valuable employees right away.
When you’re looking for effective communication methods in the workplace, types of training
methods really matter. If you’re confused or indecisive about which types of training
methodologies for adults might be effective in your organization, feel free to review the training
methods pdf here to give you some ideas and get you going in the right direction. Be sure to
determine which method is for you, then you can get your employees where they need to be
more quickly.
Training Delivery Methods
Once you know what you want to teach the employees you’re onboarding and have decided on
a training method, you’ve still got to figure out how to get it to them. This can be a tough
prospect, especially since many companies aren’t even working with a solid training delivery
methods definition. In essence, a training delivery method is the way you get information to your
employees. There are lots of ways to do this.
Oftentimes, organizations decide to mesh a little job shadowing with a little 1:1 training with a bit
of book learning and maybe a training program on the side, but this might not be the best
approach. Especially not if you’re looking to streamline your training delivery methods in order to
routinize your onboarding process and keep costs down in the long run.
Instead, choose one or a few complementary types of training and stick to those, using them
each time. For everything your trainees must learn outside the classroom (such as on the floor
or in the field), build a routine training program around that. For everything inside the classroom,
choose a training delivery method that keeps all the information together where it is easily
accessible to learners day after day.
Lots of companies are still stuck in the past, handing out disorganized Word documents to their
employees and hoping the learning sticks. Often, however, it won’t, especially when that
employee has a hard time finding the loose sheet of paper or sorting through the messy binder
to locate it. Such mysteries don’t encourage learning, so avoid them with a highly streamlined,
effective software training program dedicated to encouraging employee growth and building the
work environment you dream of.
Traditional Training Methods
Traditional training methods for employees are still wildly popular for many organizations. While
this is a great way to bring new hires up to speed, this method, and many other traditional
training methods, are rapidly changing. Here’s a look at just a few traditional training methods:
Instructor-led classroom training: Classroom-style training is still the most traditional training
method and most used. In fact, nearly half of a company’s training hours are used for classroom
training. This method features a subject matter expert or training manager and a lecture-style
presentation. It allows for a lot of personal interaction and ensures that everyone attends the
training session. However, it’s also easy for this type of training to take a long time and become
less engaging for learners.
Interactive training methods: Interactive training puts a spin on classroom-style training. This
training method combines instructor-led training and lectures with group activities, workshops,
and role play scenarios. While interactive training is great for outgoing teammates, it can
intimidate some of your quieter employees.
Hands-on training: This type of training method usually jumps right into practical training.
Sometimes, this means that new hires are paired with a trainer or buddy to learn and complete
tasks. This approach is preferred by adult learners and gives new hires the chance to dive in
and help their team from day one.