Your company should develop an Employee training program that targets three learning objective groups: job performance, critical thinking, and leadership. This way, you will provide employees with the tools and critical thinking methodologies they need to perform their jobs and excel in other departments and functions. Your training plan should identify why training is so important for your employees and what they can learn from it. It should also provide the tools and critical thinking methodologies they need to perform at their best. The training should be relevant to the role and job of each employee.

Hard skills training

Increasingly, the importance of hard skills training for employees is becoming increasingly apparent, especially as more business is conducted online and through cloud-sharing software. While employees may have some degree of computer knowledge, a growing number of jobs now require advanced skills in writing, computing, and data analysis. In addition, most organizations run on some form of cloud-based computing, so the ability to maintain this architecture is a growing demand for hard skills.

In order to identify the skills that employees need, companies should review job categories. Different roles require different levels of technical skills, such as programming languages, frameworks, and tools. Additionally, these roles require certain interpersonal and social competencies, which are not necessarily technical. Training for these areas should focus on the latter, as they are often more important for the success of an employee’s career. For example, a developer should be able to use Microsoft suite software, while a sales person should be familiar with the latest social media trends. Additionally, a good developer should be collaborative, possess problem-solving skills, and have time management abilities.

Orientation training

The purpose of an effective orientation training program for employees is to communicate company expectations and policies to the new team members. A well-prepared orientation will decrease employee turnover and increase productivity while increasing communication between the manager and the new employee. Orientation is an opportunity to introduce new employees to the company and the culture while providing a sense of structure to the new hires. Using a structured approach and a variety of activities will help new employees become comfortable with their role and company.

During orientation, new employees should receive everything they need to be successful. This includes a designated work space with furniture, a computer and printer, a mobile phone, and an introduction to the company culture. If possible, new hires should also be integrated into the company culture and the team immediately. The orientation program should be brief and facilitated within the first few weeks to ensure the new hires’ success. However, it is best to allow enough time to allow new employees to get acquainted with the organization and meet coworkers.

Hands-on/Apprenticeship

Traditionally, hand-on/apprenticeship employee training has been used in the skilled trades. Today, many industries are adopting apprenticeships for employee training. According to the U.S. Department of Labor, there are more than 1,000 occupations where apprenticeships are utilized. Employers sponsor these programs through individual or joint employer and labor groups, or employer associations. In addition to these benefits, apprenticeships can save a company money on recruiting and training costs.

The return on investment from this training can depend on the type of training and the length of the apprenticeship period. Generally, the longer the apprenticeship, the higher the return. Similarly, reducing the duration limits the return on investment. However, it is important to keep in mind that the first year of the apprenticeship is usually the most costly and yields the least benefit. Therefore, the ideal length of the apprenticeship period is found in a balance between the benefit to the employer and protection to the apprentice from the reduced pay during this time.

Off-the-job training

Off-the-job training for employees enables participants to explore new ideas and formulate their own opinions. It is usually concluded with an evaluation that gauges the trainees’ level of understanding and performance. In some cases, off-the-job training may be an integral part of the organizational culture. However, some companies are hesitant to use this method of training. If you want to increase the productivity of your employees, consider using off-the-job training as part of your staff development plan.

Off-the-job training is a way to improve an employee’s skills and knowledge. Unlike in-house training, this type of training is conducted outside the workplace or office. While it’s often held outside of the workplace, the employee’s time and attention can be better utilized for other purposes. This can be anything from taking courses at a university to attending a workshop. The training can even take place online.