First published: May 30, 2022 @ 6:00 pm
Many companies understand the importance of an effective onboarding process and development program in today’s global economy. It raises job satisfaction and employee engagement.
Unfortunately, the training process can be costly and often takes up a large portion of an employer’s budget.
As a result, many companies also skip training employees. Instead, they focus on a fast and self-learning company culture.
However, most organizations’ number of hours worked can increase significantly because of unplanned interruptions or missteps by employees. As a result, it causes significant problems for both management and other employees.
Employees’ errors can cause loss of productivity, employee motivation issues, damage to equipment, or even potential safety issues with injuries caused by careless mistakes by employees.
This article will look at training new hires and some solutions for getting this done more effectively.
Why Do Companies Think Training is Skippable?
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Many employers are unsure how much they need to spend on training per employee. This lack of knowledge about what we can spend on training could be because of a lack of effort on the employer’s part or a lack of proper management systems.
However, it is also possible that some employers have very little time to spend on such activities because they are too busy managing other aspects of their business.
Another reason many employers do not have formalized training programs for new hires is because they often see it as unnecessary and too expensive.
In addition, many organizations have not put in place any formal systems to track employee retention costs or benefits from a corporate perspective.
However, no standard system means that the actual cost of training new hires is likely much higher than reported by most employers.
When you do not know how much you are spending on training, it isn’t easy to track the results of your efforts. It also makes it very difficult to accurately compare your training programs with other organizations.
The lack of accurate information about the cost of new hire training is a significant barrier to implementing a comprehensive new hire training program and keeping it up to date.
If you want to increase the effectiveness of your current training programs and make sure that they remain effective, then you should take some time to determine what type of information will help you make better decisions in the future.
You can do things such as conducting a benchmarking study and learning from other organizations’ successes and failures when creating or improving your programs.
How Can You Train New Hires Effectively?
There are several ways employers can train new hires effectively and efficiently.
These include providing employees with computer-based learning opportunities, offering in-person classroom training options, and time-based programs such as on-the-job learning (OJT) or continuous improvement (CIP) programs.
In addition, many employers find that blended learning programs such as eLearning, online learning programs, webinars, and virtual classrooms can also help them train their new hires more effectively and efficiently.
These forms of education are highly flexible and can provide training for employees both on-site at the workplace and off-site in locations such as at the customer’s site or in a remote location.
Regardless of which training option we use, the key to getting this done effectively is to have a training program that fits the needs of both the employer and employees.
Fulfilling the requirements can be done by having employees involved in designing their training programs or by hiring an outside consultant to develop these programs for them.
Either way, all new hires must receive training during their employment with the company.
How Can You Ensure Your New Hires are Trained Properly?
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To ensure that new hires are trained effectively, employers need to understand what is involved.
Training includes defining what skills are required for new hires to perform their jobs and how they master these skills.
We can elevate these needs using many tools, such as learning management systems (LMS), performance management systems (PMS), employee performance measurement tools (EPMT), or competency-based tools.
In addition, employers must determine the actual needs of their new hires to use training programs to help them meet these needs.
For example, some employers may want their new hires to have expertise in a particular area.
Employees’ expertise may include a background in the field, prior experience working in the industry, or prior experience with a similar product or service used by the company. We can then design the training program that can then meet these needs.
The last step for employers is to evaluate the cost of training new hires and compare this with other ways of meeting these needs.
Again, we can do the evaluation using tools such as enterprise resource planning (ERP) systems and many tools that we can use to track expenses and employee performance.
Once we get this done, it will be easier for companies to determine whether investing in training new hires is cost-effective for them and if they are likely to benefit from doing so.
Recruiting and Keeping the Best Employees
Training new hires is crucial for an effective HR management and onboarding program. When done correctly, it can be an effective way to help companies recruit and keep the best employees while also helping them meet their own needs and goals.
For more information on this topic, check out our other HR Management articles on WorkDeputy.
