Using the following nine easy steps, you can spend the minimal required time training your new hires. The new employee will have an advantage of knowing what he/she needs to learn and where to turn for this training information.
Step 1: Describe tasks performed by each employee. Example: Company unique computer program. (Ask employees to describe in detail each task they perform.)
Step 2: Breakdown tasks into separate actions required. Example: Look up data in program.
Step 3: Decide source for learning each task. Example: An internet course, book to read, lecture, use of a computer program, video, group seminar, or hands on training.
Step 4: Decide length of time required for learning each task. Example: One day or two weeks.
Step 5: Using Power Point, or similar program to create slides, title each task with required actions below it. (Recommend only one task per slide and four actions per task.) This is where you can add visuals of each task. Example: A saved page for each step as action is taken with results, from a program added to the Power Point slides. A video of an employee performing the task works well.
Step 6: List reference sources for each task next to the task. This can be specific with directions to find the source. Example: Book (title), page, paragraph and where the book is kept.
Step 7: List expected time for learning each task under the task title.
Step 8: You can get fancy with by adding signature and date blocks for start and completion dates.
Step 9: Optional: You can add a performance test as proof of understanding. (Add extra sign off block for evaluator.) This step is recommended for dangerous environments.
How to use your new training plan: When you hire someone new:
Step 1: Print out the training plan for the new position.
Step 2: Explain to the new employee that the position is complicated and to ensure proper training and no misunderstandings, the training plan is used for their guidance and your own reference.
Step 3: Give the training plan to the employee to mark as each task is accomplished.
Step 4: Once training is completed, decide who keeps the training plan. (If the position involves dangerous conditions, employer should keep it.)
Note: If the employee is taking longer than expected, ask if the tasks are clear. They may need to be adjusted the first time. This time frame standard can help with your evaluations of the employee.