Fast-growing companies often overlook the importance of proper employee training and development. Last year, employers spent more than $59 billion on training programs – a 13 percent increase over the previous year. As the dynamics of the global workforce shift, employers are demanding more and more highly skilled job candidates. But the ability to rely on previous experience and education is rapidly diminishing. Increasingly, companies have to deploy in-house training and development programs to meet the skill demands of today’s business environment.
It helps to look at employee development as its own kind of investment. If you spend money to develop your workers now, not only will your organization benefit from a more competent and qualified staff but your employees will, in turn, become more engaged and appreciative of your investment in their growth. At Sage, we call this idea the return on employee investment or ROEI.
There are some basic steps HR managers and development leaders should consider before implementing an employee training program.
1. Observation and Learning
While the fundamentals of talent development vary from company to company, a keen interest in self-improvement is a prerequisite. You simply can’t develop employees who have no interest in bettering themselves. But if that interest is already there, the initial observation phase should be easy for them. It basically entails “tailing” other team members to learn the ins and outs of the job.
Managers and co-workers should also be filling in the gaps where possible, clearly explaining procedures and practices that may otherwise seem confusing or counter-intuitive. The new hire should be taught how products and services are delivered, and be challenged to come up with questions pertaining to the company and his or her role within it.
2. Practice and Initial Performance
Depending on how routine the position is, the new hire should be given a chance to perform some of the basic elements of the job. If it is a sales position, for example, he or she should answer a few stock questions or perform a role playing scenario. This is a good time to point out basic errors, mistakes and oversights.
The new hire should begin work on a given project or duty while the trainer observes their performance. While it’s important to make yourself present, you don’t want to intimidate the trainee. Allow them to assimilate in their own way. As the hire gets the hang of it, managers and trainers can gradually begin to back off.
How else can managers ease the process of training new employees? Let us know on Twitter by mentioning @SageHRMS in your tweet or drop a note on our LinkedIn forum, Human Resources & Payroll Challenges for Midsized Businesses.