The sad truth of any business operation is that employees can only be as good as their training. While you certainly strive to select the best applicants for any given position, choosing people who meet your qualifications for education, experience, and specialized knowledge (hardware, software, or other specifications), you’re still going to have to train anyone you hire to complete tasks specific to your operation and follow your policies for standards and practices. Giving them an employee handbook and a desk simply isn’t enough; you need to train them if you want to prepare them for a successful future with your company, and there are two parts to consider. You need to integrate employees into your particular corporate culture and you also need to ensure they know how to do their job and play a specific role in a larger operation. But how can you develop a program that’s going to provide blanket coverage for all new hires while still preparing employees for the specific demands of their position? Here are a few tips to get you on the right track.
The first item to address is information that all employees need, and this generally revolves around topics like appropriate workplace interactions (sexual harassment training, sensitivity training, etc.), safety procedures, and general standards and practices that you expect employees to adhere to. You may also opt to provide training for programs that the majority of employees must master, including software like Microsoft Office Suite, SAP, or other programs that your staff could be called upon to use regularly. If most departments also engage in practices like travel, shipping, and so on, you should train them to book travel and ship packages through appropriate channels and corporate accounts. And if you provide employees with corporate cards, it’s a good idea to have training in place for appropriate usage of these resources, as well.
There are some other topics you may or may not choose to cover for all employees, or you might want to offer seminars for those interested in learning more and advancing within the company. For example, you might offer annual seminars on time and resource management, career planning, or even management training. Some of these should be mandatory for certain employees (say, those on a management track), but you might want to make them available to all employees as a way to encourage ongoing education, create a workforce that is better prepared to pick up the slack in times of need, and help those that want to improve their prospects for advancement.
Of course, new hires will also have to receive individual training. And while most of the information intended for every employee could be covered by tutorials or even a third-party service provider like Crew Training International, each employee will require some one-on-one time with a direct supervisor or even the person they’re replacing so that they can learn the ins and outs of their particular position at the company. This is unavoidable if you want to create a team of workers that is capable, confident, and well-equipped to succeed at their job, and ultimately, help to make your business a success.