Job training for new employees is very important in every company. Inadequate training will have a negative impact on job satisfaction, productivity, and employee turnover. The training program usually begins by conveying important information about the company, taking employees around the office, followed by explaining company regulations. Employee training needs to be done with sensitivity and attention to detail. In order for the training to run well, make sure you provide systematic information, arrange a schedule according to the abilities of the participants, and be patient while employees adapt.
Step
Method 1 of 4: Welcoming New Employees
Step 1. Inform the parking location
The basic things needed by new employees are often neglected, for example because they have not received information on where to park their vehicles. Before the first day of work, make sure he knows the way to the parking lot and the areas that are allowed to be used or whether there is a special location to park the vehicle.
Step 2. Prepare the workbench
Before employees go to work, prepare a desk, telephone connection, laptop, business cards, and necessary work equipment. If he doesn't need a desk, let him know when he's doing daily tasks.
In general, new employees do their best to arrive on time and make a good first impression. Of course, he will be very disappointed if it turns out that the employer has not prepared anything when he arrives on the first day
Step 3. Take him on a tour of the workplace
Make sure you indicate the location of the restrooms, work cabinets, printers, photocopying rooms, and canteens. Don't forget to show the rest room, coffee maker, and microwave. Also provide a first aid kit, fire extinguisher, and other safety equipment.
Ask each department for important locations that need to be shown when you show new employees around
Step 4. Make sure he's not alone at lunch
Lunch break is a small thing that is often forgotten. For new employees, the first day of work usually feels very heavy, especially if there is no one to accompany you at lunch. Ask a coworker if he or she is willing to accompany the new employee to lunch so they can get acquainted.
Step 5. Choose a highly competent trainer
The task of training new employees is usually carried out by experienced personnel or the employee whose desk is closest. However, direction and supervision remains the responsibility of the training manager. In order for the training to run well, choose employees who are able to work well, have communication skills, and whose behavior is exemplary.
When providing training, the employee providing the training and the new employee must perform the same tasks. He or she may also explain things that support the smooth running of the work, for example giving tips on communicating with a particular manager or who is able to organize the most festive party on the holiday
Method 2 of 4: Preparing Training Materials
Step 1. Provide a manual containing training materials that are arranged systematically
Good manuals usually provide a framework that provides a comprehensive overview of the training material. Furthermore, each topic is broken down into several easy-to-understand information in a clear and systematic order. A good material outline starts with an outline of the basic concepts, provides detailed, step-by-step information, and then provides a summary of key ideas.
Provide a printed manual so that new employees can take notes during training. Also, email manuals, company regulations, and other materials so they can read if you don't have printed material with you
Step 2. Include job description and job targets
In the training manual, provide a complete job description containing tasks, required skills, and job performance targets. In addition, inform various things about evaluating performance achievements so that he clearly understands the company's expectations that must be met.
Step 3. Describe the organizational structure and provide a contact number where you can be reached
New employees can learn the organizational structure of the department, find out who the boss is, and to whom he should report via the company hierarchy chart. Complete the chart by providing a list of the names of the personnel in each department.
Provide contact information for everyone inside and outside the company that relates to their work, such as vendor or client cell phone numbers
Step 4. Provide information about job safety standards
The manual usually contains procedures and safety standards in an emergency situation according to the industry sector. If necessary, consult with the government agency that has the authority to regulate this matter, for example the Ministry of Manpower, to find out what things must be conveyed when conducting Occupational Safety and Health (K3) training.
Step 5. Describe the company's core culture and values
In addition to explaining daily tasks, use the manual to convey the company's history, values, vision, and goals. Remember that employees cannot work alone all day. You certainly expect personnel who are proactive and able to represent the company culture.
Step 6. Present several sources of company information
Depending on company policy, the manual may include annual reports, marketing files, and presentation materials previously discussed at meetings. Compile it first and then upload the information via the company's intranet or website that can be accessed using a password.
To prevent the new employee from feeling overwhelmed, let him know that he would benefit from reading the information, but that it is not mandatory
Method 3 of 4: Making a Training Schedule
Step 1. Take time to get to know the new employee personally
Invite him to chat to ask questions and share stories about everyday life, such as about family, hobbies, and hobbies.
New employees will feel more comfortable and ready to work in a team if you take the time to get to know them better
Step 2. Don't give the training too heavy, but not too light
Give a big picture of the work he has to do and then explain the task in detail little by little. A new employee is not ready to work if he is only asked to read a manual and then given an assignment. However, don't give too long training or read the entire material word for word.
Give him a 5-10 minute break before discussing a new topic so that he can understand the information conveyed without feeling overwhelmed
Step 3. Assign tasks according to job descriptions and answer questions as best you can
Before training begins, inform the new employee that he or she may ask you or another co-worker if necessary. Then, ask him to do the tasks that are his responsibility according to the progress of the training. Remind him not to hesitate to ask if he faces problems when carrying out tasks.
Many people find it easier to understand new things by doing than by hearing. Don't assign tasks that have strategic impact on the company, but don't treat them like errands. Show that you believe that he can do a good job
Step 4. Adjust the training schedule to the employee's abilities
Everyone has different learning abilities. Therefore, do not teach a new topic if he is not ready. Give a challenge by setting a realistic target if he already understands the material being taught.
- Every now and then, ask if you're teaching too fast or too slow. Maybe he was trying to cover up even though there were things he didn't understand. So learn to read body language to make sure he understands what you're saying.
- A long training period usually requires more resources, but employees who are well trained will understand their job thoroughly so that they can achieve high work productivity in a short time.
Method 4 of 4: Creating a Positive Training Atmosphere
Step 1. Be generous in giving compliments to others
If you want to support a new employee to make him feel confident, give praise at the right time. Don't give praise just to please others, but praise the effort he puts in and his success.
You could say, "You finished the assignment before the deadline. Honestly, I was wondering if there was anything wrong with getting it done so quickly, but your answers turned out to be all right. Great!"
Step 2. Provide constructive criticism if needed
Don't hesitate to let a new employee know if a new employee makes a mistake. You need to do this in case of fatal errors and to prevent the same mistakes from happening again.
- If necessary, soften the criticism by saying, "It would be easier if you did it like this" or "It's okay, it's just a small mistake."
- In general, new employees prefer to get useful feedback as soon as possible. If left for a few months, he will wonder why you didn't correct his mistakes in the first place.
Step 3. Allow time for the new employee to perform well
Give responsibility little by little. Don't scold him too hard if he makes a mistake. Continue to provide guidance even after the training period is over. Every job and every person is unique, so the time it takes to adjust is also different.
Depending on one's abilities and company policies, some may require 1 year of study time until they are ready to work well
Step 4. Ask for feedback on the implementation of the training
A good training program needs to be continuously developed. When the new employee has finished training, ask him or her to suggest things that need improvement. Ask if there is material that needs to be completed, perhaps teaching is too fast or too slow, or if the layout of the training material needs to be changed.
