3 Employee Training Methods for Managers

There are many different kinds of employee training methods, but certain methods are best implemented by specific types of employee personnel. For example, in a classroom environment, instructors and lecturers are obviously the best suited for this line of work. Likewise, there are also plenty of training methods that require specific personnel other than trained instructors. Among these alternatives are training managers, and this is because they can do certain tasks that most instructors cannot. They can, for example, oversee the work of the trainees under actual work conditions. They can also make critical decisions when necessary and evaluate results according to practical day to day standards. So if you are putting together an employee training program that includes the participation of your organization’s managers then here are the best methods for you to try.

The Best Employee Training Methods for Executives

1.On the Job Employee Training Methods

Of all the different employee training methods, this is probably the most basic and natural method to allow you to reach your employee development goals. However, these types of employee training methods may also be implemented among ordinary entry-level personnel. In fact, they should be. New hires want to hit the ground running with minimal fuss and training. On the Job Training is a great way to help new employees learn how to do their jobs and what kind of results are expected of them. On the job training also teaches trainees by making them perform the work that they are expected to learn in an actual work environment. The workplace becomes the training ground where new hires will perform real tasks with real outcomes. The idea is that the employee learns as he or she goes along. In this method, managers can either play a direct or indirect role. This, of course, depends on the needs of the organization or the type of job the trainee is expected to do. They can either directly oversee the work of the trainees or simply advise them whenever they encounter problems. A solid training program with easy to use and intuitive tools will help managers take a back seat and focus on their own tasks. No one wants to have to helicopter train their staff while neglecting their own plans. On the job training is an ideal method for entry level type jobs or assembly lines, as the work is straightforward, and requires little variation. However, despite its simplicity, this is one of the employee training techniques that may also be used in large companies for certain jobs, provided there are sufficient managers and experienced employees to handle them.

2. Job Rotation

Job rotation is one of those employee training methods used to expand the abilities and qualifications of personnel over time. It also helps to ensure that employees have a vested interest in their departments. When people feel that they are responsible for a team and have the skills to exchange rolls the morale of the team is lifted. This type of training involves “rotating” employees through several tasks within their organization, allowing them to learn skills which are unrelated to their original job. For example, in a website development company, a trainee may be required to rotate between graphic design, online promotion and programming related tasks in order to expose them to various types of work. Needless to say, each task the trainee or personnel undertakes will have to be overseen by a qualified manager in order to help the personnel along with each different task involved. Not only is this helpful, it’s also important for avoiding confusions. Job rotation is great for companies that want to employ a versatile staff with a wide variety of skills. It’s also an ideal method for companies that have managers who know how to coordinate with each other, so as to ensure effective interaction between various personnel from different divisions. On the other hand, job rotation is not really necessary for those organizations which require specialist personnel, as this method of training is best used for relatively simple or minor tasks.

3. Job Mentoring

Of all the different training methods, job mentoring is probably the most challenging, and can be thought of as a more labor intensive version of On the Job Training. It involves providing trainees with experienced coaches to oversee their work and learning experience. These coaches are there to provide the trainees with advice and instruction, but are not meant to work directly with them throughout working hours. Also, trainees may consult their mentor at any time whenever they encounter problems or when they have questions. Job mentoring may be carried out by any senior personnel, and not just managers. However, the personnel who are most ideal for this sort of task are those who have extensive experiences with trainees, and in most cases, these are managers. It’s also worth mentioning that job mentoring is a method that is best employed on experienced personnel who are in line for promotions, as the mentoring process will not only help them develop the skills they need for their new tasks, it will also help them to get used to their new positions.

Conclusion

Managers can play a big role in any employee training plan, and their participation actually expands the scope of your organization’s training initiatives. The three training methods mentioned here highlight the various niches managers can play in any training program, and at the same time, provide you and your managers with several options on how to conduct personnel training. So if you want your senior personnel to participate in employee training then the training methods mentioned on this article will help you do that.