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Workforce Training – More than just PowerPoints and Presentations

13/12/2010


Oftentimes, “training” is identified as the fix whenever there is a performance problem within an organization whether it is in relation to an individual or a group. As well, when the word “training” comes up in the context of an organization, instantly visions of classrooms and power point presentations come to mind. There are many different training methods that are at an organization’s disposal. In this blog, we’ll take a very high level look at some of the common methods.

Orientation: Do not underestimate the power of providing employees with a robust orientation to your business or organization. This is when employees are excited about their new job and very eager to learn. Besides providing a wonderful opportunity to make the employee feel welcome, a solid orientation process will help them get to know their new organization, new colleagues and new job.

On-the-Job Training (OJT): All employees will need some training. Even if they come to you with many years of experience, they will still need training to understand their new organization’s policies, procedures, systems etc. On-the- job training may take the form of job shadowing, mentoring, structured feedback sessions to name a few.

Self Directed Learning: Sometimes employees can learn what they need to know on their own. Self directed learning is when an employee or a group of employees seek out the necessary resources to engage in learning that enhances their careers and personal growth. This type of learning can be as simple as a booklet that describes a new procedure or a multimedia program that teaches project management or supervisory skills. Any computer based training or E-learning would be a good example of self directed learning.

Off-site Training: Sometimes a need is not widespread in an organization and as such, a business may look to outside courses or seminars to help with employee learning needs. Before an employee heads off to an off-site training course, it’s always a good idea for them to have a conversation with their manager in terms of what is expected as a result of them attending the course.

On-site Training: When there is a greater need in the organization, having customized on-site training may be the solution to an organization’s training problem. This may be developed in-house or be developed especially for your organization by an outside consultant. Depending on the nature of the training need, this could be the best choice.

Regardless of the method, an organization should ensure that training is the answer to any problem or situation before jumping headfirst into something that may or may not be required.

For more information on how MNP can help your organization achieve the changes you want through training, please contact your local MNP Consultant.