Employee training needs: The assessment steps.

In order to determine your employee training needs, you need the right assessment steps.

You know that you need employee training, but how do you assess what exactly is needed or where to start? Identifying where to start is fairly straightforward. Start in the areas that most affect your company's lifeline: production, sales and customer service. We've yet to encounter a company that didnt' want one or all of these areas improved. So what is it for you? Which of those three areas is giving you the most trouble? That's where you should start.

Good, you've identified the start point. Now the real confusion begins. What do you do? How do you build an effective training program?

The first step is to identify who the experts in the are are. These are the highest producers, not necessarily the oldest veterans or most educated employees. All you care about is production. . From these people you will "vacuum" up all the information required for the training, allowing you to teach new employees to do it like the experts.

Once you've identified the experts, you now need to get them involved. Silly politics can come in to play here. Some people want to keep their secrets to themselves as they enjoy "being the best." Ensuring that you're getting full involvement simply requires the right presentation.

Make sure the expert knows that you're approaching him because is an expert, that he's the best. Make sure he gets plenty of credit for helping and make it known to senior executives. Make him feel special and important.

People love to help when they are really acknowledged for their efforts. Okay, you have your expert who's ready to go. Now what?

You now need to follow a exactly process of information extraction, gathering all the details of how the job is done. There is a very specific way to do this, which would take much more than an article to explain. Once you have all the raw data of how to do the job, you need to organize it so it can be taught. This is where a training system comes in. You can't simply hand a new hire a pile of papers--the raw data--and expect him to figure it all out. You need to build an instructional program out of it that allows a new employee to rapidly learn it to 100% proficiency.

How do you do that? Well, that's the million-dollar question, isn' it? These last two steps are what we specialize in: collecting the raw data and turning it into an easily-assimilated training program that results in an error-free, high-producing employee.

Don't take my word for it though. I want to show you, in detail, our training method and if its workability, and dare I say ingenuity, isn't immediately obvious to you, then that's our loss.

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