How to Develop a Training Program on the Job

Developing a training program for a company that does not have one is increasingly necessary to stay competitive. With demands for ISO 9000 and related standards for quality across all industries, training employees is critical if this has only been accomplished informally in the past. Any quality system requires a formalized training program.

Instructions

1. Write a master training plan document. This contains the philosophy and central purpose of all future training that you will do within the company. It must be all-encompassing yet concise.

2. Conduct a needs analysis. Survey the population to identify needs and gaps and compile this information to analyze.

3. Document your existing processes. Though they may be informal and accomplished on an "on the job" basis, determine how skills are being imparted to new employees and how existing employees are enhancing their skill base.

4. Document training as it is being done now. This is perhaps the most challenging part of implementing the new training system. Have current supervisors and managers document what, when, how and why they are training their employees and what materials they are using. All existing training materials become part of the documentation and quality assessment system. They will need to be updated and controlled like any other documents.

5. 

   Develop new training programs to fill the gaps your participants identify. This may entail purchasing training programs, hiring trainers or developing your own computerized training modules to address your unique training needs. Set up a schedule to implement the new training and document what you are doing, to whom and when. Incorporate all this documentation into your quality numbering system. Ensure that the results can be easily audited by a third party (quality assessment).

6. Keep the new system alive. As you update products or machinery or as market conditions change, update training programs to correspond with your new needs. If problems develop because people are reverting to old habits, intercede and retrain as necessary. Discipline if you see uncooperative violations to your new policies.

7. Communicate the new system and new requirements with all the stakeholders and people who will be expected to utilize and interact within the confines of your new training program. Ensure that everyone fully understands and accepts the role they will play in keeping the system up to date and effective.

Tips & Warnings

• Deal with objections up front.

• Try to incorporate the needs and ideas of all participants.

• Make the change a step-by-step process.

• Don't let your guard down on implementation. Be tenacious in making changes stick.

Resources

• Read this Article in Spanish