Using Training Effectively

5. In-house Training

All businesses automatically carry out in-house training when a new employee arrives sometimes without realising it.

The challenge is to make the best use of every opportunity to get everyone's performance up to standard, as quickly and cheaply as possible, with minimal disruption.

5.1 Most in-house training takes the form of on-the-job training.

This lets people learn at their own pace and apply new knowledge immediately.

• Take care when deciding who will provide the training. Provide relevant training for trainers, including how to set goals, how to break information down into small steps and how to progress at the pace of the trainee.
• The trainer must be technically able to do the task, but unless he or she has training skills, too, the results can be disastrous. Without them, the trainer could simply tell the trainee what to do and expect the person to be able to do the job. A demonstration, the chance to practise and the provision of feedback are key components of effective training.
• If the trainer has bad work practice or a bad attitude, these will be passed on.
• Consider using the Train to Gain service. Training is carried out on site ensuring minimum disruption to the employee or your business.

5.2 Job shadowing involves one person showing another all the aspects of a job.

• This is especially suitable for new employees, as part of their induction training. A new recruit may need to learn a lot in a short space of time. Shadowing is a painless way to cover a lot of ground.

5.3 Once a person can do the job, continue coaching the employee.

• Periodically review progress. You can give feedback and guidance on how further improvements can be made.

5.4 Consider finding a mentor, especially for senior employees whose performance has a major impact on the business.

Coaching is usually done by a line manager. Mentoring tends to be done by someone outside the immediate team, or even by someone from outside the company.

• Mentoring can be extremely effective in helping to unleash the potential of your more dynamic (or difficult) employees. People can open up to an outsider in ways that are impossible with a line manager - not least because the line manager can be the biggest obstacle to progress.