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Some Tips On How To Plan And Arrange An Employee Training

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Some Tips On How To Plan And Arrange An Employee Training
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This article about Tips how to plan employee training is a continuation of my previous article about the company's level of human resources that I already published before.

In this article, I will write about the topic of how to design training for employees appropriately. Remember the purpose of the training program is to increase the level of employee competence to a higher level.

Before you design an appropriate employee training, you must first do the analysis in order to know what kind of training needs to be right. The way is to compare the HR qualifications you want with the actual conditions right now.

You need to know that the training needs are very unique, which between one organization and the other in need of different training. Also, for one department with another department in a company has different training needs as well.

Then how to design or organize an employee's training?

Here I will try to share with you some training that is suitable to be done based on the level of human resources qualification in the company.

DEFINE TRAINING NEEDS

1. ACTUAL CONDITIONS

  • New employee level (newcomer).
DESIRED CONDITIONS

  • Rise to employee sprightly level
TRAINING NEEDS
  • Company Regulation
  • Motivation
  • SOP or work procedure
  • Reporting
  • Computer Applications
2. ACTUAL CONDITIONS

  • Sprightly Employee level
DESIRED CONDITIONS

  • Rise to expert level
TRAINING NEEDS
  • Technical (related work)
  • Productivity and Time management
  • Quality Control and ISO
  • Basic Finance and budgeting
  • Teamwork
3. ACTUAL CONDITIONS

  • Expert-level employees
DESIRED CONDITIONS

  • Rise to the Creator level
TRAINING NEEDS
  • Marketing
  • Feasibility Study and Project
  • Communication, presentation and foreign language
  • Enforcement of authority and positive politics
  • Management
4. ACTUAL CONDITIONS

  • Creator Level Employee
DESIRED CONDITIONS

  • Rise to the Originator level
TRAINING NEEDS
  • Entrepreneurship
  • Advanced Finance and Portfolio
  • Organizational Behavior
  • Decision
  • Receiving a task delegation (practice)
PLAN A TRAINING

Training plan is usually done in relation to the annual work plan and listed in the budget plan. Due to the annual plan, the preparation of training materials must be done in the previous year.
The training plan consists of 5 (five) aspects:
  • Training needs set based on annual work plan and employee competency development plan.
  • Scheduling training, based on priority needs (urgent) and minimizing the disruption of the company's production process.
  • Givers of training materials can be selected from the internal company after previously he received training from outside the company. Internal trainers will usually be much more effective when it comes to technical problems.
  • Training costs, please ensure that the budget training is approved by the management of the company.
  • Evaluation of training, to see the results in the get and record the shortcomings for improvement of subsequent training.
ORGANIZING THE TRAINING IMPLEMENTATION

Organizing training will seize a lot of your energy and time. Alternatively, if your department is not the HR department you should submit training to HR. Bringing out professional employee training consultants can be considered.

Training can be done within the company area or can be done outside the company area. For training whose nature requires field simulation such as teamwork, attitude development, and mental should be done outside the company area.

EVALUATING A TRAINING

Materially, training can be grouped into two types of generic training and unique training, as follow :
  • Generic training is a training of expertise that is common in nature and can be applied to many areas such as production, marketing and so on. Evaluation of this type of training requires long observations due to the impact and tangible outcomes of this type of training for the long term.
  • Unique training is the training of experts in a particular field, and this type of training can not be applied to other areas. For example, training of machine operation A, can not be applied to the machine B. Evaluation of this type of training is relatively easier because of the impact and results are instantly visible. The trick is to compare conditions or results before training with the results after training. If there is an increase it means the training is given successfully.
That's an article on how to organize a training employee in the company. Hopefully, this article will give you more knowledge and benefits.

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