C-Suite AdvisoryBusiness Transformation

Training in large companies and how to handle it

The empty office of a company

Nowadays, people find and quit jobs very often. The problem in this process is not that the Human Resources Department will have to work excessively but that the teams find it hard to cooperate and have a stable pace in which they will produce the work they are expected to complete. It is hard to change colleagues every couple of months and this only comes to create problems. Workers do not know who to trust, and basically choose the profile of the loner when they enter the workplace. The issues that accompany this situation are numerous and one of them has to do with the training.

Apart from the fact that employees cannot stay focused, the managers have to take time to train people again from scratch. This is a complete waste of energy and the directors have to come up with clever ideas on how to shorten this period or at least make it less consuming in terms of time and energy. If people are about to come and go so often they should better not spend all of their time in training.

Today, we will see some smart ways to handle the training of beginners in a way that will prove beneficial, for the company, the employees, and the people who are just hired.

  1. Design methods and tests that will always be used
    The first thing one has to deal with is automation. If you want to save time make sure that you have structured training ready for all the people who are about to attend it. We should put it in our minds that this is a process that will be repeated, and since it will happen again it is worth investing some time, in the beginning, to do it right instead of going back every time to do it again. Create good presentations of the topics you want the participants to comprehend and use them for future reference. You can even prepare some small tests that will help beginners understand what the work is about just like a teacher would do with the students of a new class. Concept maps and concept tests can also be included. Up to a certain degree, you should not hesitate to adopt the profile of a teacher as long as this is necessary.

  2. Divide training
    If there are too many entries in the company, you should consider dividing the training. There will be parts that address every beginner so that they can learn a few things for the particular corporation and advanced courses that will address people in specific posts. This way you will not have to repeat the same things twice and you will have an organized structure regarding the pieces of training you will have to prepare.

  3. Do not sacrifice quality for speed
    Even though the process can be tiring and boring remember that it is essential if you want those people to be a help for the company in the future. Therefore, regardless of how much you anticipate seeing things getting started do sacrifice the quality of the training, otherwise, you will have to deal with low performance in the future.

  4. Include the real job in training
    Another idea is that those who are being trained could be used to complete some of the tasks that are important for the job. In other words, give them a real job to do to save yourself some time. This way they will learn the things that are genuinely vital for the job instead of wasting both parts’ time with irrelevant information.

  5. Ask the ”lower levels” to help you out
    Last but not least, remember that there are other people in this company apart from you and you are not obliged to work on every little detail. Ask those who are under you to take a part of the responsibility and check on the new ones. The only thing you have to make sure of is that you can completely trust those you hold responsible each time. Hierarchy is the key at this point so that you do not have to waste any of your valuable time while in the meanwhile you will be sure that nothing will go wrong.

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Anna Siampani
Anna Siampani, Lifestyle Editorial Director at the CEOWORLD magazine, working with reporters covering the luxury travel, high-end fashion, hospitality, and lifestyle industries. As lifestyle editorial director, Anna oversees CEOWORLD magazine's daily digital editorial operations, editing and writing features, essays, news, and other content, in addition to editing the magazine's cover stories, astrology pages, and more. You can reach Anna by mail at anna@ceoworld.biz