I am designing an induction course. The course content has to be aimed at new entrees and also existing staff who need to polish their skills. Any ideas or good books that you know of which help with organising large amounts of training material.
Also any tips on how to approach existing staff to say we see a need to brush up on their skills.
Anne Smart
4 Responses
A recipe for disappointment
New starters and existing staff have very different training needs. A training needs analysis for existing staff will reveal their different needs. If you have both groups in the same room, undergoing the same training, you may meet the needs of one group but not both.
help out
Hi Anne
I may be able to help you out, drop me an e-mail on info@supremacytraining.com
Cheers
Rich
Training design book
Anne
A good start point might be The Training Design Manual by Tony Bray (Kogan Page) which came out last year. It is a good basic workbook and should be just right for what you describe.
You might also consider Induction Training by Mike Meighan (also Kogan Page) especially if you are considering IiP.
My final tip is not to assume that a traditional induction course is the answer. I tend to prefer a proper induction programme (over several months) which may or may not include a group event. If you do hold a course of some sort, do try to avoid information overload from talking-head presenters. Facilitated activities, in my experience, are usually much more effective (and are more enjoyable too). For examples see https://www.trainingzone.co.uk/cgi-bin/item.cgi?id=114067
Best of luck
Graham
Joiners’ Route Map
I recommend that you develop a New Joiner’s Route Map that takes the new employee about a year to complete.
The routse should contain everything a new employee needs to know from pension to how to use Outlook. You should then spend the first event doing a basic company orientation and determining what parts of the Route Map will be more beneficial to the individual.
Deliver content by e-learning and where necessary check application by a follow-up coaching and assesment session.
We also find the allocation of a “Welcome Buddy” from their department is more effective than the talking head as this person can supply information on an when you need it basis.
Stephen Roberts
The LR Group
South Africa