4 steps to implement a standard training process for companies

What is the human resource training process?

In fact, the training process is a system of steps that are built in a consistent, closely related way, aimed at improving the skills, attitudes or behaviors of an employee or a team. When implementing the employee training process in general or the new employee training process, the sales staff training process in particular, managers often follow the steps of the training process to create a training program. create the best fit for your company practice.

In the context of the human resource training process is applied to supplement or improve the knowledge of human resources and bring higher efficiency at work. In short, training and developing quality human resources for companies is the top goal of the employee training process.

Who needs to be involved in the training process?

Participants in the training process are specific people who are selected based on certain criteria to serve the purpose that the company needs. Managers can also rely on studying the training needs and motivations of employees, the effect of training on employees and each person's career prospects.

The principle when implementing the training process is to ensure that the right people are trained, that is, the right people must be selected with the right ability and desire to learn... Managers need to avoid training the wrong people, wasting time unnecessary time and costs of the business.

4 steps to implement an effective employee training process in the enterprise

Training methods

Obviously, no employee is the same, each person has a different ability to absorb knowledge. There are three types of learners:

-Visual learners: these are people who like to learn through seeing things and phenomena. An effective training method for this type of student is to visualize knowledge and theory through images, illustrations, clips, etc.

-Auditory learners: full of people who are able to absorb knowledge through listening to lectures. The right method for this type of student is to deliver the content by voice in an easy to understand and engaging way.

-Motor learners: these are people who easily acquire knowledge through activities and experiences. The training method for this type of student is to involve them in experiments or lecture content that includes activities. From these activities, the trainer will ask questions, draw lessons and deepen the training content.

Forms of training

The content of the training will determine the different forms of knowledge transmission. For example, for the content of soft skills, handling situations, managers should organize them in the form of experiential exercises and real-life situations to increase employee interaction. In contrast, for the content of testing professional knowledge, managers can organize it in the form of an online test through employee training templates on the company's internal information pages to save money, time.

Plan training time

In order to carry out the personnel training process methodically and achieve high efficiency, managers need to plan time. For example, some training courses on company culture need to be held permanently when employees start working at the company. Meanwhile, a number of training programs on skills and professional enhancement arise during employees working at the company.

In addition, managers need to research specifically the time needed for each training session and the total time to complete the training program. This helps the training content be conveyed clearly but does not affect the concentration and receptivity of learners. Setting a training time plan also helps managers realize the development goals of the company and employees themselves. And make sure that a specific plan also helps managers and employees organize their work to participate and increase the efficiency of the process.

Planning a training budget

In personnel training, the training budget has a huge influence. For example, if a company chooses online training but cannot guarantee the cost, this is not the right choice. If you choose the 1-1 method, you must also ensure that human resources can still complete the job well when the workforce is dispersed during training.