Why to Have Organizational Initial Training

In a cutthroat competition for providing the best possible product & service in the market there are certain basics which the top performing organization/ companies are following. Now it’s not age of the old school thinking, that we will hire and employee and he will come in and start performing right a way. The employer has exceedingly high expectation from the employee that he should come in and be productive immediately. Whereas it’s predictable form an employee to take some time to adjust to new working environment and new tasks/goals.

It’s imperative to provide the new hire’s with relevant initial training. This will provide them an opportunity to have a glimpse of the work that is required from them and the tasks which they have to complete.

The need for this also arises to reduce the time taken for the adaptation/adjustment phase for the employee. To make the employees productive for the organization on the earliest.

Moving forward from the need part, now how to hold these training sessions or what should be the agenda of these sessions.

The initial training sessions have five important steps for consideration.

1) Agenda.

2) Tools required for training.

3) Involvement of participants.

4) Feed back.

5) Follow-up for proper implementation/ Monitoring and Evaluations.

Agenda:

From the management viewpoint and employee view point all the relevant consideration should be addressed. The objectivity for what this training or orientation session would be held. What are the goals of the management which it wants to accomplish all the questions Why, How, Who, What etc. should be addressed before the start of such session.

Tools required for the training:

Depending of the agenda of the training we have to assess what are the tools required for this training. Weather multimedia, White board, handouts, writing material all are required or not. Being prepared for the training is imperative, as otherwise in middle of the training you would come to know that something is missing that will disturb the whole flow training session and the trainee’s might also lose the interest.

Involvement of participants:

The most vital part of every training is to have complete participation of the employees during the training. The training should be a two way process. It should not be like the old school sessions where the trainer will just come in and deliver his routine lecture and the participants will sleep through it. To ensure the attentiveness and alertness of the participants and making sure they are focused, we need to make sure that they have an active involvement in the whole process. For this purpose we can have different activities / role plays where they can share their perspective as well and give instant opinion.

Feed back:

The next step is to accurately and efficiently collect the feed back from the participants regarding the whole training. Most of the people are shy in entirely expressing their opinion regarding any situation so this feedback process should be made in such a way, where they should not feel hesitant. This feed back will prove vital in further improvement of the whole training process.

Monitoring and Evaluation:

The last step of this process is to monitor and evaluate the whole process. The objectivity of the whole session has been achieved or not. This is not an instantaneous step. A follow up on the activities of the participants and feed back from their supervisors is required for this. This will further provide basis for improvement.