Issa Asad Explains How to Train New Hires Better

Are you a human resource manager or business owner and you feel that often employee training does not translate to the work place?

“Dans la plupart des cas, training does the opposite of what is expected to do, demoralize the employees because of the way it is conducted and the relevance of that training to the various specialization areas of the professionals in the company you head,” m'a dit Issa Asad Floride entrepreneur and businessman since 1996. M.. Asad is the CEO of Q Link Wireless, Bonjour portable, et Quadrant Holdings, all located in South Florida. Il est également l'auteur de 4 e-commerce and marketing e-books that can be purchased on Amazon.

So next time you plan to have an employee training session, here Issa Asad Explains How to Train New Hires Better:

1. Create personal objectives

Employee training session is normally geared towards a focus on enlightening employees and making them have abundant know how of the new trends in the current market. Dans la plupart des cas, such trainings are conducted without any further follow up statements and objective activities of the training. These objectives can be telling the employees what they are expected to know or even do at the end of the training program. This is different all together from telling them what they should know and they should be in a position to understand they are required to do differently after the training and this way, you will capture their attention, hence, improving on the effectiveness of the training session.

2. Give your employees time

Dans la plupart des cas, training sessions take the shortest time prompting a tendency of the employees to cram as much information as possible for the sake of gaining much within a very short period of time. Such training styles are not effective at all since instead of the employees learning, they will just be cramming just because they are granted a limited amount of time. An effective training though must be quality based rather than based on the quantity of information given per unit given time. New training or introduction of new techniques through such sessions need enough time to internalize and to argue issues out and this way, a lot will remain within the company in terms of knowledge.

3. Teach skills that will translate

It is very important to encourage your employees to take the knowledge or the new skills learnt in back to the workplace. Par ici, it will ensure that the new sets of skills acquired by the workers are implemented. As their leader, you should lead by example by starting to put into practice the new techniques. An effective training program does not leave employees hanging unattended top in this situation but a follow up supervision back at the workplace is an assurance that the skills learnt will permanently remain in the firm. This is normally established by training one of the employees on how to make it happen so that he/she should in turn coach the rest of the crew members.

4. Skip the evaluations

In order to determine the effectiveness of a recently conducted training, a post- training evaluation is a necessity at this stage. This should take place some months after the training session. A minimum of three months is enough to give employees enough time to adjust and implement their new sets of skills. Evaluation will entail determining how effective are the employees applying their new sets of skill instilled in the after training.

5. Do several long-term training

As learning is continuous so should training of employees. Conducting a series of trainings on the various issues affecting your field is an assurance that your company will remain relevant and competitive and ensuring that your workers have the latest skills possible to handle the problems at hand is the only way to go.

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