Interactive training should cover the responsibilities of all employees including performance requirements and job practices. Training programs should be on going and include all parts or the program plan. Some training sessions may take as long as several hours. Some sessions may be a short as 15 minutes. Much depends on what needs to be covered and how often training takes place. Although conducted separately, both workers and management should receive training. Those needing in-depth training include frontline managers and workers.
Training should include knowledge and skills development. Training effectiveness should also be a component. This might include special performance observations and/or be components of the management and implementation plan.
Recommendations
Best practice:
- Mentoring by supervisor
- Monitoring if senior employees are teaching new employees bad habits
- Setting criteria for training such as: completing two "modules" annually
- Pay employees for training
- Conduct training every two weeks (payday) for 10 minutes. Use experiences from the previous two weeks as training tools. Brainstorm solutions.
- Monthly newsletter to reach management and workers who are rarely in the office.
- Make videos available to reinforce knowledge
- Retrain senior employees
Best training methods
- Moderator lead discussion with co-workers
- Reading and discussion of practical experiences (case studies)
- Written materials with bullet points to reinforce information
Motivation
- strong employer commitment
- mandatory for all employees
- conduct training at advanced as well as basic levels
Self Study
Using the materials in Appendix A, define a training program.
