Staff Training Checklist


The responsibility of training organizational staff or team members can be a huge challenge for training managers and team leaders. A well-planned training imparts skills, knowledge and capabilities essential for greater performance. There are many tasks and details that go into shaping a successful training program. A checklist can assist you to adhere to your training plan without any deviation, gauge progress and be on the right track to success.

Assess Job skills and Needs

Assess existing job knowledge and skills of staff. This evaluation is important to determine the current level of performance of employees and areas where they need improvement. Based on this data, trainers can decide job areas where staff needs additional training. Include tools such as questionnaires and self-rating reports in the checklist to assess staff job skills.

Evaluate Job Training Preferences

Employees may prefer different types of training procedures. Some may prefer a formal presentation and some an informal conference setting while others may want a one-to-one instruction. Formal training involves a preset approach of instruction with preferred training objectives and meticulous participant evaluation while informal conference is more of a spontaneous discussion. Collect staff preferences through questionnaires or meetings to decide on the training method approach.

Prepare Training Tools

Depending on the type of training you are providing, procure your training tools. If it is a formal presentation, decide on the training content. For example, if you are training a newly inducted customer service staff, your training content could include introducing them to organizational policies and procedures, office tour, hands-on training of job-handling and a FAQ session. Structure the program into modules and decide the order for the modules during the presentation. Review the training content and modules before presentation. For an informal conference, design approaches that ensure a collaborative discussion. An effective approach would be to focus on problem identification, remedial measures and implementation followed by evaluation of the remedial measures and subsequent revision if needed. In case of one-to-one instruction, provide hands-on experience and get immediate feedback. Provide essential training materials. In case staff members from different departments are involved, seek permission from department heads before program scheduling.

Implement Feedback and Follow-Up Procedures

Give feedback of employees' skill acquisition level. Provide ongoing support through continuous staff discussions that encourage trainees to share ideas, views and expertise. If possible, facilitate application of trainee ideas in day-to-day job encounters.

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