Ten Tips for Top-notch Training
After two weeks on the job, the employee thought he knew it all. “This job is a snap,” he bragged to coworkers who were quickly tiring of his constant self congratulation. The very next day, a major costly mistake came to light, demonstrating a lack of supervision and inadequate training.
All too often, many workplaces take a sink or swim training mentality. They hire the employee, put him on the job, and then complain about his inability to succeed without recognizing that inadequate or lack of training is a significant cause of costly errors or waste of time and materials.
Training can range from basic on-the-job coaching, to comprehensive scheduled classes to multi-year apprenticeships. Every employee, experienced or not needs some training and orientation because every organization does things differently. Training should begin with a thorough orientation process for new workers. A new employee orientation is typically a cooperative effort between the hiring supervisor and the individual responsible for human resources issues. Listed below are some tips for top-notch training.
- Every job, in some way plays a part in serving the customer of the organization. Begin with a definition of the job. This can be in the form of a job description or a list of job tasks.
- Identify the original action item or objective that prompts the job activity. Then, arrange the job tasks into a sequence to aid in explaining the flow of the work activity.
- Specify any tools or equipment used in the performance of job duties. Identify how these tools or equipment are set up and operated.
- Collect work piece samples or create sample work records. The samples provide an example or template for the worker to follow when performing job tasks.
- Prepare written procedures that list the activities to be performed and the sequence or order in which the activities should occur.
- Try to identify a standard of accuracy, quality or productivity. Such performance standards can relate to accuracy, error rates, units produced, orders processed, timeliness of completion, or other measure of "good" versus "poor" work.
- Designate one or more individuals as trainers. Coach the trainers on proper training techniques. Develop a training outline to guide the training process. Teach the job in phases rather than all at once.
- Use a variety of training techniques, depending on the job and situation. Instruct, explain, and demonstrate work tasks.
- We learn best by doing. Encourage the employee to perform specified activities in a supervised environment.
- Training is a continual process. Be sure to monitor, observe and follow-up to assure that the trainee is learning properly. As mistakes occur, these should be identified by the trainer and corrected by the employee.
In the rush to get work out, training activities are often pushed aside because there is just not enough time. But when that big mistake occurs, we seem to find the time to do the work over again. Maybe that training time would have prevented the problem.
William S. Hubbartt is president of Hubbartt & Associates, a St. Charles, IL consulting firm specializing in employee compensation, employee handbooks, personnel policies and supervisory training. (www.Hubbartt.com) Mr. Hubbartt is author The Medical Privacy Rule - A Guide for Employers and Health Care Providers.
