How to Develop Construction Training Programs

Training provides employees to employers and the public benefits from improved skills and knowledge.

The construction industry uses employees from unskilled day labor to skilled people in trades, such as plumbers and electricians. The training that helps improve performance varies according to the employee's tasks and abilities. The planning and implementation of a training program follows a five step process that fits a variety of job activities, skill levels and knowledge requirements.

Instructions

1. Divide the jobs for which training is needed into categories, such as drywallers, roofers and electricians. For each category, list the skills, attitudes and detailed information you want your workers in each category to possess when they have completed the training. Preparing these lists thoroughly helps ensure effective training results. Some training will overlap categories, such as observing safety conditions, payroll requirements and timelines.

2. State the items on your category lists as measurable objectives. This enables you to plan the training so you can determine how well each objective was achieved. A quick and effective method for creating a measurable objective is to finish this sentence: "At the end of the training, the roofer is able to . . ." Examples are: Two carpenters working together are able to frame a standard bedroom room in six hours. The trainee is able to correctly state three hard hat safety rules that must be followed.

3. Plan the training for each category of worker with the persons who will conduct the training. There are numerous training methods employed in the construction industry because of the wide variety of skills required. Some employees are part of apprentice programs, some learn their skills in community colleges and others develop their skills on the job.

   If classroom or site training is needed, plan when and where you intend to hold these sessions, how many sessions you require, how many trainees you plan to include in each session and what topics each session would be covering. Arrange for necessary equipment to be available. Not everyone has equal manual, math or other skills, so plan out adequate time for supervised practice.

4. Conduct the training according to the schedule you have developed. Not all trainees will learn at the same rate. Some may find it difficult to change inappropriate behaviors. Encourage these employees and provide individual mentoring and supervision. Identify areas in which some trainees need additional training.

5. Prepare a follow-up program to ensure the newly trained workers receive feedback on their performance. Your company cannot afford to produce poor construction or excess scrap materials because some workers didn't develop the knowledge and skills needed to perform particular tasks. Instruct supervisors in helpful methods for giving feedback.

References

• Business Balls: Training and learning development

Resources

• Free Management Library: Employee Training and Development: Reasons and Benefits