Is Training Only Done for Newly Hired Employees? Why or Why Not

Training is often associated with the onboarding process of new hires. However, is it truly limited to just these fresh additions to the workforce? The answer is no, and this article will explore why training is essential throughout an employee’s tenure, highlighting the benefits of ongoing education and development.

Why Is Training Crucial for Existing Employees?

Interestingly, the value of training extends beyond the initial phase for several reasons. For tasks that involve repetitive, manual labor, like driving screws into an assembly line, additional training initially seems redundant. However, it can still prove beneficial in several ways, such as enhancing precision and reducing rework, which can significantly impact productivity and quality.

Repeating Tasks and Quality Control

Consider a scenario where screws are being consistently driven at auspicious angles, causing them to cross thread. This not only results in rework but also jeopardizes the product integrity. Providing ongoing training in proper techniques and using tools can lead to a reduction in such errors, improving both the efficiency and the quality of the final product. This ensures that the company remains competitive and meets its customer expectations.

The Importance of Training in Diverse Job Roles

In contrast, employees working in facilities with varied tasks, frequently requiring different skills based on current needs, greatly benefit from comprehensive training. This type of training ensures that employees are prepared to handle any task that comes their way, enhancing their adaptability and job performance. For example, in a factory setting, an employee may need to switch from assembling parts to performing quality checks, and training helps them perform these tasks effectively.

Maintaining a Knowledge Base

Another critical aspect is maintaining a knowledge base within the organization. If multiple generations of workers have passed through without focused training, the company risks losing valuable knowledge. This shift can be particularly impactful in industries where technological advancements are rapid, such as manufacturing, technology, and healthcare. Training is crucial here to ensure that the workflow remains up-to-date and efficient, keeping the business competitive.

The Case for an Internal School

Based on personal experience, it became evident that training was a necessity, especially as an aging workforce began to exit the company. In such situations, a proactive approach is required to ensure training is consistently provided to maintaining a skilled workforce. One effective strategy is the establishment of an internal school, which can serve as a hub for training and education.

Implementing an Internal School

The internal school example provided in my professional experience demonstrates the effectiveness of such an approach. For the Power Supply group, establishing an internal school involved a series of initiatives to improve employee knowledge and skills. These included:

Writing manuals to document processes and procedures. Creating PowerPoint presentations for quick reference and learning. Designing animations to visually explain complex concepts. Developing problems on simulators to allow for hands-on learning. Delivering lectures to cover essential information. Organizing field trips to different facilities for direct observation and learning.

These strategies not only improved employee knowledge but also created a culture of learning. Additionally, they provided a structured approach to ensure that all employees reached a common level of understanding, which was crucial for the company's success in providing its products to customers.

The Conclusion: The Best Part of the Job

Reflecting on this experience, the establishment of the internal school was indeed the best part of my job. Not only did it contribute to the company's success, but it also provided personal satisfaction in making a significant impact. This experience highlighted the importance of ongoing training in creating a skilled, adaptable, and knowledgeable workforce.

Key Takeaways

1. Training is essential for both new and existing employees. It enhances job performance and ensures that employees are up-to-date with the latest practices and technologies.

2. Ongoing training helps maintain a consistent knowledge base. It is particularly crucial in industries that experience frequent technological advancements.

3. An internal school or similar training structure can be highly effective. It provides a comprehensive and structured approach to learning and development.

Conclusion

Training does not end with the onboarding of new hires. It is an ongoing process that benefits the company and its employees. The effective implementation of training programs can lead to improved skills, increased efficiency, and a more competitive edge in the marketplace.

Keywords: employee training, ongoing training, workforce development, internal school, job skills improvement