employee training using employee

In many organizations, human resource training in many matters related to employee and legal issues is compulsory, especially for those occupying manager and supervisor posts. This is because our employees need to be able to handle their relations with other employees satisfactorily and for this reason, need to be properly equipped.Most organizations arrange for professional trainers to take charge of these trainings. There are all manner of training programs and training teams available for various aspects of corporate and professional training, but it is crucial that the training is engaging, and to this end, uses real workplace incidents to make the trainings come alive for the particiants.But before you begin, do a thorough analysis to determine the real need for employee training and development. Make sure the opportunity that you are looking at or the problem that you are concerned about is a real training issue. Also, tell the employee why the new skill, brushing up of skill or new information, is necessary.To make all this possible, preparation for the training is essential. This is particularly true for the drier, information-heavy topics that employees must keep abreast of. Topics that tend to revolve a great deal around law and legal issues can be made interesting by using a mix of visual and multimedia support, discussions, examples from real life, and exercises. Also, managers and supervisors need to take the lead in the discussions, by talking about the steps that they took in relevant incidents and in the environments that are being discussed.The activities that take place during the training and those that follow the training are extremely important in determining its outcome. Remember, stories make the training come alive. Always encourage trainers to bring up real-life, real-time workplace stories. If internal trainers are conducting the training, let them come up with examples that they have experienced and that all trainees may be able to relate to.Know the laws specific to your state. Also, know what trainings are mandatory in your state. It helps to know about mandatory trainings, so that you can get them done on or before time.Have an employee handbook that has the appropriate policies and standards of conduct that your employees need for their education and for roadmaps for future use and guidance.Feedback from the trainees is very important too. Determine whether the trainees feel they can apply the learning to the workplace. Discuss specific desired behavioral changes, ways to apply the training, and what the trainees feel they have gained overall from the session. Share evaluation data with the trainees, and ask them how the trainings can be implemented better. For a detailed feedback, you may need an online tool along with an open discussion.It also helps to boost employee morale by giving out certificates and completion recognitions in whatever way to employees who successfully complete the training. People like to be appreciated for their efforts, and applause will go a long way in achieving further success in future trainings.

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