Training Industry Magazine - May/June 2020 - 42

STANDARDIZE
MATERIALS TO
GUIDE THE TRAINING
AND ENSURE
CONSISTENCY

* Manager and employee feedback
forms.

People struggle with change, and
your new hires are dealing with a lot
of it. Materials to guide the training
should be familiar and known. While
the learner may be introduced to new
topics every day, it shouldn't feel like
the first day all over again. Examples of
these materials may include:

Taking measures to make this process
as simple as possible will go a long
way in improving the clarity of your
expected outcomes. It will also build
the confidence new employees have
in themselves to quickly become
proficient in their jobs.

* A welcome message.
* Job specific handbooks outlining
processes.

ONCE A TRUE
LEARNING
CULTURE IS
ADOPTED, THE
FOCUS ISN'T
ON HOW WE
SURVIVE BUT
HOW WE THRIVE.

* Manager and employee checklists.
* Evaluations.

ESTABLISH A
FRAMEWORK FOR
MEASURING SUCCESS

Measuring success can be tricky,
but it's not impossible. To excel in
measurement, you must understand
the business and its goals. It's all fine
and well to monitor attendance and
assessment scores. Those metrics can
give insight into whether people are
making time for learning and on the
effectiveness of the course immediately
after the learning takes place. However,
you need to dig deeper.
This is where leadership buy-in
sets you up for success. Leadership
must understand and define what
makes a successful employee in their
organization. What attributes do they
admonish and celebrate? Once you've
received clarity from the leadership
team, you can begin prioritizing
which are most important and monitor
how new hires going through the

program stack up against their peers
at different intervals in their careers.
To be successful here, you will
need to invest time in interviewing
stakeholders, as well as clearly
defining and documenting the key
performance indicators.

AN
5 DEVELOP
ONGOING TRAINING
PLAN

After the initial onboarding period, learning
should continue to be encouraged. The
steps following on-the-job training require
leadership to continuously emphasize
professional development and foster a
culture of learning. Employees should
be actively engaged in identifying the
skills they need. Creating a formal, onthe-job training program to kick off a
new employee's experience with your
company demonstrates the emphasis
and value placed on internal growth
and skill development. With technology
moving forward, we can't expect to
create polished content and in-class
learning experiences for every new task
and process. We need to embrace onthe-job learning. Challenge everyone to
be a part of the solution, and share their
knowledge. Once a true learning culture
is adopted, the focus isn't on how we
survive but how we thrive.
As learning managers for FIS Learning
Solutions, Emily Blancato and Shelley
Stanley are responsible for the overall
development and delivery of businesswide client and employee product
training. Email Emily and Shelley.

TAKEAWAYS
Onboarding programs often include some type of informal, on-the-job training that supplies a large portion of
the new employee's job-role knowledge. Formalizing this process provides a means of measuring its efficacy,
thereby increasing employee satisfaction and retention. Use these five strategies when implementing a consistent,
effective formalized training program:
1. Gain leadership buy-in.

4. Establish a framework for measuring success.

2. Add on-the-job training to the new hire
onboarding program.

5. Develop an ongoing training plan.

3. Standardize materials to guide the training and
ensure consistency.

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Training Industry Magazine - May/June 2020

Table of Contents for the Digital Edition of Training Industry Magazine - May/June 2020