Corporate Training earliest phases of the training must concentrate on company orientation

Corporate Training

Addition of new employees creates high and low peaks in placing new persons into the Corporate Training program. This problem may be solved by a program where progression is made in different sequences. It will eliminate a jam that will occur if all phases of the program must be taken in a definite sequence.

The new employees Corporate Training will normally be of somewhat different backgrounds. Being new, they are not familiar with their new employers. As a result, the earliest phases of the training must concentrate on company orientation. During these phases, the organi- zation, organization policies and administrative details should be covered. It is also a suitable time to acquaint the trainees with what will be expected of him, and how he will be evaluated throughout the phase of training.

The people in this category offer a real challenge to the training department. There- fore, the number and amount of training required by this category should be carefully considered. Often the retraining and upgrading of former employees can be very rewarding for training instructors. At least two schools of thought exist as to how these employees should be rekindled. There are advantages in keeping this group intact and tailoring the program to their needs. On the other hand, this category of employees can also make significant contribution to training if they are co-mingled with the new hires.

What happens before the trainee begins the training and after they return to their workplace will largely determine the impact of your Corporate Training program. Workplace environment factors that you will need to design into your program include ensuring ongoing and visible support from the trainees' managers and supervisors and meaningful rewards that encourage the application of the new skills on the job. Other factors include the provision of on-the-job support in the form of job aids and coaching from recognized experts.

A good training program will normally have participants in various phases of comp- letion. An awareness of completion dates and how the potential employee will be employed should be the concern of the training staff and also the employee’s supervisor. A trainee should have a challenge in all phases of his Corporate Training. All these challenges should not be confined to those phases where the pipeline employee is sitting in a classroom. Therefore, it is recommended that thorough interim test-work be given to pipeline employees in periods between formal classes. This may take the form of solidifying what he learned in the prior phase and serve as preparation Corporate Training for the coming phases.