Employee training procedures begin with the orientation of new employees and continue to help them meet the changing skills required by their jobs. IT employees are generally required to have specialized skills that quickly become obsolete, and for this reason they move on to other jobs that may provide the opportunity to acquire new skills. The scope of training is vast and covers an employee as he reports for his first day at work and continues throughout his professional career.
Records of employee training are begun during the initial orientation, and document education, skills, and experience before the employee enters the company. Documentation of all education and training should be kept and archived after the employee's departure from the organization. With this as a basis, future education and training benefiting the employee should be assessed and used, if necessary, to justify the individual's training program from in-house or outside resources.
Mentor Assignment
Sometimes a "personal touch" is a prudent step in employee development. An employee is assigned to a mentor to develop professional skills. The mentor should be positive, personable, someone who can make the employee comfortable about asking questions, and someone very knowledgeable in his area of expertise.
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2 comments:
Great article on training. With your permission, I would like to add my observations. In these trying times of finding adequate labor and skills to run the operations, we certainly are spending much more on training costs. However, I have get frustrated with the organizations that throw training at a crowd as if one size fits all. This is a horrible waste of these training resources. Choosing the right audience sounds like a simple endeavor; however, we hardly ever get it right. In many training sessions, you have a few who really would benefit more from a synopsis or a quick email rather than the full-blown course. As you choose your audience, try to get away from the group or department mindset. Training the wrong person not only wastes your time and the company’s money, but it also aggravates the person you have at gunpoint.
As a whole, we all developed our training model after old Mrs. Snodgrass in the third grade. She was the teacher, you were the pupil, and you better sit there and be quiet as she drones on about the ABCs. Adult learners are quite different. Unlike third-graders, most adults see themselves as responsible for their own decisions and lives. Adult need to know why they need to learn something. In addition, each class may have a wide variety of ages in attendance. As much as it hurts me, I will be the first to confess that the older people need more time to learn than the younger set. People in their fifties, sixties, and seventies can learn new techniques and acquire new knowledge just as well as younger people. However, the older ones will need a little more time. When you mix your training class with both young and old, you will have some who are bored and some who are struggling. Be aware of this and come up with creative solutions. Michael L. Gooch, SPHR Author of Wingtips with Spurs: Cowboy Wisdom for Today’s Business Leaders http://www.michaellgooch.com (http://www.amazon.com/Wingtips-Spurs-Michael-L-Gooch/dp/1897326882/)
Nice comment that you have here Michael L. Gooch. Thank you.
I totally agree with your opinion on this. Adult should be responsible on what type of training and career path that they need and benefits them. And mixture of young and adult in the same training might be bore or quick to some people. Companies can be more flexible if this is indoor training. But we have no choice for vendor training unless the companies able to fork extra money for customize training.
:)
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