Create Internal Job Training

I am not a fan of one-size fits all job training that can be obtained by the local community college and/or tech school.  While these resources can provide overviews, and general concepts, participants fall short of being able to walk into a new job with no experience other than their training certificate and perform their jobs well.

Companies of all shapes and sizes need to get back to creating learning paths and job training programs to build the skills they need performed.  Even the most experienced person in their chosen field is not going to know how things work on day one at their new job, so why do we think that a person without specific job experience can perform with just a degree or certificate?

I am really impressed with companies that have on boarding programs that orient a new employee to the how and why we do things.  I am even more impressed with the company that takes the results of that orientation and assesses what job training needs to occur for this individual to perform the job they were hired to do, and coincidently are already being paid to perform.

If your company has openings to fill, there should be a learning path for the new hire to begin on day one so that they are performing at the level you need them to as quickly as possible.

If your company has openings to fill and experienced candidates are few and far between, then the training function should be creating a complete internal job training program.  In fact, depending on the amount of openings, you may want to hire people to develop and pay them to take training.  If they are successful in their training, then they are offered the permanent position at full pay.  Not only are you developing the individual with the specific skills you require, you are orienting them to the actual working environment.  You are also only paying them on a temporary basis that ends upon completion of training.

I’ve experimented with this process once in my corporate career.  The only difference was the candidates had been hired in their position and getting full pay while in training.  If they didn’t work out or failed to learn we had to go through a normal termination process.  My improvement would be to hire on a temporary basis for the term of the training.  If that is 90-days, then they are paid for that time period as a temporary employee.  The incentive to learn and get good at the job would be an offer of full-time employment.

Companies need to start taking more control over the learning process with new employees.  Don’t expect the government or college system to prepare these people to work for you.  Take a look at the learning process of a military recruit.  They train first, then put them to work.  The reason former military personnel are some of the best hires is because they come in the door well-trained, with only the details of working for you left to learn.


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