Employee training is a critical aspect for a company. It provides the employee with the necessary skill or behavior to help the employee integrate more efficiently. According to The Predictive Index Report, 34% of executives worry about employee performance and productivity. Organizations with a better employee orientation and training program have reported higher retention of employees. Therefore the best employee orientation program must be created for the people who are the backbone of the company.
Before you start to design and execute your employee training program, there are a few aspects that you need to have in place. Having a checklist for the various parts of the organization will help you keep track of the task and activities you will have to accomplish. An additional benefit of the employee orientation checklist is that there will be a less likely chance of you missing any task or operation for the training program.
The guide below will help you in creating a checklist that you can use for your organization. The checklist will help in designing a systematic employee orientation program for your employees.
Determining the Goals and Needs of your Employees
Before you start off conducting and allocating your employee orientation and training programs, you need to primarily understand what the goal of the said training is and who is the intended recipient of the training? You need to ascertain whether the training is the initial training for new employees, upgraded training for employees moving to different verticals or higher up in the organization, or retraining them to enforce and strengthen their preexisting skill set. As an example, you can set the checklist such as below.
The objective of the training
- New Skills
- New Techniques for Old Methods
- Workplace Behavior
- Leadership Skills
- Project Management
- Soft Skills
Determining the Overall Learning of your Employees
Once you have defined the overall objective, you can now begin by defining the learning you want the employees to take. Ideally, you would like to ensure that the learning is incidental (without meaning to) or intentional. You can also consider integrating both of these components in your training program. A sample checklist that you can create that might help is as follows.
- Have the goals of the employee training been understood?
- Whether the employee gets a choice in deciding the skills and knowledge
- That the employee fully participates in the assignments and activities during the training program.
- Theoretical knowledge is supported by problem-centered approach and is based on real examples.
- The existing work experience and the knowledge of the employees is an essential resource in the training.
- There is a positive learning environment and promotes supporting and constructive criticism.
Determining the Content of your training
Once you have set the goals for your training, it is time to focus on the training program’s content. According to the Chief Learning Officer report, 73% of HR executives agree that their organizations like to develop custom content for training and development. The following questions can act like a list that will help you understand what your employee needs to learn to perform his duties in a better way.
- Can the current job/tasks of the employees be broken down into more straightforward tasks?
- What are the specific skill sets that are required for the job?
- Can there be goals and milestones set for this job?
- Are there any safety protocols that must be taken into account for teaching?
- Are there any techniques of handling the material that needs to be taught?
- Are there any dress codes, etiquettes, and performance standards?
- Will knowing detailed information about your product or service to be helpful to the employee in doing a better job?
Determining the Training Method & Delivery Time
There are various techniques and modes by which you can impart information to your employees to make them better at their jobs. One best method would be subjective as it differs all the time. The most optimal employee orientation and training method will be based on your objective and the employee. Changing or using various methods is the most effective way to help employees in learning and to improve. Below are some of the techniques that can be used to deliver the training
- Hands-on Activities: Mentorships, Coaching, Cross Trainings
- Classroom-based: Seminar Styled, Instructor Based
- Interactive: Via Quizzes, Tests, Group Discussions
The delivery method of the training will determine the facilities that will be required;
- Will there be a workspace required for on-the-job training?
- Should the training be conducted off the premises to avoid any interruptions?
- What are the tools and equipment required for the training?
The duration of your employee orientation program will depend on various factors such as the materials that need to be learned, the company’s requirements, the complexity of the skill, the teaching ability of the instructor, and the learning ability of the employees.
- Should the training be conducted part-time during office hours or full-time?
- Will the lifetime of the instructions of the training be predetermined? ( for example, 6 weeks, six months , one year)
- Can the timelines set be accomplished?
- Will you need a third-party trainer or institution to conduct and deliver the training on your behalf?
Choosing the Right Person to Train
No matter how well you prepare your training program. If the information and learning are not conveyed effectively to the employees, the training does not hold any value. The success of training depends on selecting the best instructor. A qualified instructor can achieve success even with limited resources. You can also consider using more than one instructor
- Will you be able to conduct the training on your own?
- Will your supervisor or manager be able to become the instructor?
- Do you have details about third-party instructors, and if so, have you compared them to see which one fits better?
Determining the Cost of the Training Program
companies have never been shy about spending money to train their employees. In fact, according to a statistical report, 37% of L&D developers have seen an increase in their overall training budget. You need to determine the cost of the training before starting the program so that a sufficient budget is allocated to help you keep track to avoid overspending.
- Is the compensation of the employees included?
- Do you and others spend the time in your team in preparing and managing the program included?
- If the results are usable, can they be deducted from the cost of the training program?
Keeping a Check
At every turn of preparing and administering the training, you need to check the efficacy of the training, which will help you keep your training program on track and use the data to improve it in the future.
- Can the results of the training program be reviewed for the objectives/goals of the training?
- Can you determine a standard timeline of learning based on the progress of the employees in training?
- Can the data on the performance of the employees be developed before, during, and after the training program?
- Will the progress of each employee on training be kept on record?
- Will the employees be provided a report on the training they participated in?
- Will post-training follow-up be done?
Setting up checklists and training programs can be a daunting task. And if done incorrectly, it can fail in the company’s progress. Therefore it is best to use technology-based Learning & Development Systems that consider the aspects and the checks required in creating a training program for your employees that they can access as many times as they want. Kloudlearn provides a cutting-edge LMS system that is intuitive, easy to use, and accessible anywhere. To schedule a free demo, click on the link below.
The KloudLearn Team has put together a few best practices that you can implement right away to deliver engaging employee orientation. Click here to download a copy now and get started.