How to Train New Employees Successfully
New employees, training, and teaching all go hand in hand. The university students in Japan traditionally graduate at the end of March. They are hired by business organizations. They begin working as regular full time employees from April. Employers have to take the time to develop these new employees.
Training the new employees will give them experience in the working environment. Many organizations have been questioning how to quickly develop new personnel who will later become future leaders. This is not uncommon to expect these young people to supply the seeds of new innovation. A survey was carried out a few years ago about major corporations developing their new personnel.
New Personnel: Employers' Expectations vs. Reality
The abilities that are being focused on when hiring are as follows:
- A desire to take on challenges
A manager's impressions of new employees are that they are interested in self development. This also means improving their skills. The characteristics of the environment are what is behind these impressions. For example, when Japan's economic growth was low, also known as the lost twenty years, major corporations went bankrupt. The wages dropped significantly. Many jobs were lost because of restructuring.
The use of cell phones, email, and smartphones has been common for them from a very young age. Today, there are a lot of tools for non face to face communication. Because of this, senior staff and supervisors that are from another generation, frequently complain that young personnel are not good at communicating in person.
Two Approaches For The Quick Development Of New Employees
Based on these circumstances, every company is reviewing their training programs. They offer two main approaches. The individual approach is first. This is for new employees. The second one is the work environment approach. It is conducted as part of training on the job. The individual approach has two areas of study which are skills as well as attitude and knowledge.
Learning: Mastering skills and acquiring knowledge
The most important things in gaining knowledge are conducting tests, providing information, and classroom centered learning. The more time you invest in trying to obtain knowledge, the more results you will see. It is vital to make an effort. Learning is a tool that is effective. Without hands on experience, skills cannot be mastered. There is a difference between ability and knowledge. It takes time to get to a level where a skill can be performed without thinking about it. Skills can be mastered if you repeatedly put them into practice.
Reflecting: Changing your attitude
This attitude change can be crucial. New employees are adjusting to a new role. They are changing from a student to a business person. It is significant that they be aware of their current way of thinking and how it should change. This should happen at an early stage in their careers.
The experience of failure and the feed back around them are efficient in stimulating this type of attitude. Programs that stimulate situations that are similar to real workplaces and real jobs are very useful throughout the company. Many new employees will experience failure in these simulations. That is not the goal, but it is very important to reflect on what happened after failure. This means to consider the reasons for failure and how to think about things in the future. When the programs ends, the new employee keeps an image in mind of having experienced failure and how to overcome challenges successfully. If they comprehend the implications and realize what they have learned, they can use these lessons. This process of reflection is very significant.
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