Personnel training: how it is implemented by Russian companies. Training of company employees “on their own Training of new employees in the organization

In this article, we will consider the following questions:

• Staff training methods
• Relationship between staff training and motivation
• Examples of staff training from our practice

To train employees means to develop their professional knowledge, skills and abilities that will help the company achieve its goals.

Why waste time, effort and money on staff training if universities are already producing trained employees?

Knowledge acquired by a person even in a narrowly focused educational institution often do not allow him to perform quality work in the organization due to lack of experience. Especially if the company is engaged in the provision of specific services that require in-depth study of the topic. If an organization thinks about its well-being and prosperity, it is ready to invest in training and management of personnel development.

The experience of Eastern companies, where they prefer to "grow" an employee for themselves, shows that such a strategy brings excellent results. An employee is considered more valuable the longer he works at one enterprise. Today, Russia is also coming to understand the importance of continuous employee training.

Increasing the level of knowledge, working out the mechanism of action in emergency situations or training in teamwork ultimately brings only advantages to both the employer and employees. Training of personnel in a crisis allows you to increase work efficiency and reduce the costs of the work process. It is easier to manage a well-trained team, while the employee increases his competitiveness both within the company itself and in the labor market as a whole.

Types and forms of personnel training

Do you need people to complete their tasks more efficiently than before? In this case, you need to decide what type of courses you need. Whether it will be the training of newly hired employees (or maybe job seekers in general) or the retraining of an employee to work in a new direction, it all depends on your goals.

So, the main types of staff training:

1. staff training,
2. staff retraining,
3. Staff development.

We decide on the form of employee training: short-term or long-term, group or individual.

The short-term form has its advantages - cost and time savings. However, at the same time, the result may not always be impressive.

Long-term employee training is much more labor-intensive, but often more rewarding.

Individual training allows you to focus on each employee personally and convey maximum information, focusing on personal needs.

Group training provides an opportunity to practice teamwork.

Staff training methods

Today, there are many ways to train staff. They can be divided into active and passive.

Passive teaching methods include lectures and seminars. They do not imply a response from the student, so the perception of information largely depends on the desire and motivation of the employee himself.

At the same time, the active method of staff training presupposes the active participation of each respondent. business game, brainstorm require maximum concentration. However, there is no strict division, since some teaching methods are transitional options that combine independent perception of the material with subsequent active use in the group.

Different methodologies suggest the possibility of part-time or on-the-job training, on-the-job or off-the-job. These forms are not mutually exclusive. For example, the process can be organized in a separate office of the company with a break from production. However, today the most popular distance learning for employees is on-the-job training.

On-the-job training most often helps to consolidate the material in practice. Classes outside the office allow you to go beyond thinking and teach you how to act in non-standard situations.

Consider the most common teaching methods

Lecture- the best way to convey a large amount of information in short term and at the same time reach a large number of people at once. However, it should be taken into account that there is no “feedback” from the audience, it is difficult to make any adjustments during the lesson if the material is not mastered. For the employer, the advantages of the lecture method of teaching employees are also in the financial component.

Students are more active seminar. The dialogue allows you to find out whether the theoretical material is fixed. The effectiveness of employee training in this case largely depends on what kind of environment the teacher will create, whether he will be able to encourage his listeners to think. However, seminars limit the number of participants, if thousands of people can listen to a lecture, then it is unlikely that it will be possible to fully communicate with such a huge audience.

More modern method training are considered video lessons. They are very simple and profitable to use for training staff in the organization. This method most often does not require the search for a teacher or a special room. Employees can study at a convenient time and in any place convenient for them. Scientists have long proved that human vision and visual memory always prevail in a person's perception of the surrounding world. That is why visual aids and video tutorials give a very good effect. However, they have a number of disadvantages. They do not allow taking into account the individual characteristics of the student, and also make it impossible to discuss the details with the compiler of the lesson.

AT recent times is very popular distance learning. It involves the use of the Internet, through which the student receives material for study and assignment. The level of assimilation of information is then determined by control and tests. A whole group can work together, in the office or at home, at any convenient time. However, for this form of training, the employee must have a high level of self-organization.

For effective staff training, you can use case study. It consists in considering practical situations (cases) in which a group of employees analyzes and discusses a real or possible situation related to their direct activities. This approach allows you to push people to alternative, non-standard thinking. Each participant here has the right to express their own opinion and correlate it with the opinion of others. However, in this case, a very highly qualified teacher is needed, which makes training more expensive.

Often used as on-the-job training production briefing. Coming to a new place of work, or getting acquainted with innovations, employees receive general information about upcoming work.

Helpful for staff temporary rotation One employee replaces another. So he gets an idea of ​​the versatility of the company's activities, in some cases, understanding one process gives impetus to improve their own activities.

Some companies use mentoring method where a more experienced employee monitors the progress of the work. The sense of responsibility of the “senior” for the “junior” and practical advice make such a partnership very effective.

Much attention is paid to the practical development of the material during the trainings. High-quality corporate training, developed taking into account the needs of the organization, can give significant results. At the same time, you should not expect serious results in one session. The only way to consolidate the acquired knowledge is through constant practice and repetition.

business games it is a learning method in which employees gain new information by “acting out” certain situations. In such conditions, knowledge is assimilated as quickly as possible, skills are developed, which are then applied in real conditions. Usually, after the direct conduct of the game, a “debriefing” takes place, which helps to identify and correct the mistakes made.

Collecting as many different ideas as possible helps brainstorm. One of its main principles is to offer as many options as possible in a short time. Under stress, the brain, as a rule, begins to frantically generate ideas, although not in all, but many ideas can contain a rational kernel. The method helps to liberate even the most indecisive employees, to teach people to listen to other people's opinions.

Great for onboarding new employees storytelling(from the English. Story Telling - "storytelling"). With the help of stories, the employee is introduced to the traditions and atmosphere of the company. One of the most popular and effective ways training of managers without interruption from daily work has become the technology of learning by action - "action learning". The basis of this action is the group key personnel companies. Participants do not work with exercises and simulated situations, but with real tasks.

Staff training and motivation

With the right approach, training can motivate employees, keep them from moving to another company and attract new employees. At the same time, the enterprise solves the problem of insufficient staff literacy. Today, everyone understands that each employee has his own "market value", which depends on his education, knowledge and skills. And the desire to raise your own price at the expense of the organization can be an excellent non-material motivation for an employee.

You can read more about staff motivation in the article "".

Staff training assessment system

After training, the stage of performance evaluation will become a quite logical stage. Experts recommend carrying out this procedure in several stages.

First of all, it is necessary to evaluate the reaction of the trainees immediately after the completion of the training program (the quality of the organization of training, compliance with the needs of the company). The second stage will be the assessment of the level of qualification of the staff before the start of training and after the completion of the course. Then, after some time, it is recommended to pay attention to the change in the behavior of the employee. Has the employee begun to put into practice the acquired knowledge. And finally, you can sum up and evaluate the results by adding up all the indicators obtained and observing the situation for two to three months, at least.

A positive assessment of the training only by the participants cannot serve as a sufficient basis for recognizing it as successful, because there is no guarantee that the new knowledge will be applicable in practice, even if the teacher was a very charismatic person.

I would like to note once again that the development of any organization depends on the qualifications of the staff, so you should not save money, but the main thing is to teach people how to learn!

Staff training examples

As examples of use distance learning based on our platform, we have selected 3 large and different companies that solve a different set of tasks using Teachbase tools.

Teachbase and Invitro

For 20 years on the medical services market, INVITRO has gone from a small private laboratory to a large network. Today the company is represented by 700 medical laboratories in Russia, Ukraine, Kazakhstan and the Republic of Belarus. The enterprise employs more than 5,000 specialists, and eLearning has been used for their training for five years. INVITRO's experience in online learning is interesting, diverse and presented in almost all possible formats. The head of the Higher Medical School, Irina Koroleva, shared with us the intricacies of distance learning in one of Russia's largest network of medical institutions.

We strive to ensure that each member of our team of many thousands shares the values ​​of our company, to act in accordance with our ideology. For us, the personality of the employee comes first, and INVITRO is a company that consists of a variety of personalities united by a single idea.

True professionals work in our selection service, who, using special methods and projective questions, clearly select people who correspond to the value level of the company at the entrance. For us, the principle is relevant: there are no bad or good employees, there are suitable or unsuitable for us. And we try to make the right choices, and then our work with them begins in all areas: trainings, games, conferences, other events - both professional and personal growth of a person is important to us.

The values ​​of the company are based on the principle “We value and respect people”. Each person is valuable to us, whether he is a client, a partner of the company or an employee. In working with personnel, we try to find strengths each to help unlock their potential. It turns out mutually beneficial cooperation: for the employee - professional development, INVITRO - the result. And we see that this approach allows us to increase the involvement of the staff, its efficiency, and conscientious attitude to work.

Today we have more than 700 medical offices in different parts of our country, as well as Ukraine, Belarus and Kazakhstan. The growth rates are very high, and of course, in order to maintain and improve the high level of service and quality of services, we need a system of staff training and effective tools, allowing to train employees of territorially disparate medical offices in a single standard.

We present high requirements first of all to yourself, and therefore each new medical worker undergoes mandatory training in the standards of work in the company, and in a short time, employees are forced to learn a large amount of knowledge. To do this, in each of the large regions where there are INVITRO technological complexes, training specialists work.

For hard-to-reach regions, we actively use online training, and in this Teachbase is our faithful assistant We have been operating since 2010. And first of all, eLearning is relevant for us for personnel assessment.

Also [we use] two areas: webinars and ready-made online courses.

We connect webinars when you need to convey general information to a large number of people. For example, when it appeared new program loyalty, a promotion is starting or a new test has been released, etc. Who can watch online, the rest use the recordings of webinars.

We also use online courses, although we have not fully mastered this option, and we still have to finalize it - the process of creating courses is laborious. Now we are integrating video materials into courses - presentations, recorded webinars - and assigning a course to specific employees, after which we test them and check how knowledge is learned.

Teachbase and Siberian Health

"Siberian Health" sells goods by the method network marketing, and staff training for the company is an urgent daily necessity. For more than a year the company has been working on the Teachbase platform, on the "Advanced" tariff. Head of remote control department Siberian health" Larisa Soboleva spoke about the successes and difficulties in eLearning and gave good advice on its effective implementation.

I represent not the network part of the business, but the corporate part: I am responsible for training and maintaining a high level of service in our service centers. And for more than a year now, we have been training our full-time managers remotely. Ultimately, the goal of such training is to improve the quality of our service.

Now staff members- service center managers, 3 logistics centers and the production itself - about 1,000 people. Representatives who are engaged in direct sales, around the world, there are already hundreds of thousands of people.

Administered by two: me and my assistant. About 400 students are registered, while active users are about 250 people: those who regularly use e-courses and tests.

We started with a much-needed introduction course for beginners. Siberian Health service centers are scattered all over the world: from Kaliningrad to Vladivostok plus foreign centers. Keeping a special coach who travels and teaches is costly and inefficient, given our object of training - technical nuances. The existing mentoring system also does not always work; it is not always possible to send a mentor on request to the right place.

The electronic introductory course has become a convenient and economical alternative. With its help, an employee quickly and in a simple way gains knowledge about the specifics of a new company for him, he forms the right expectations from our cooperation, etc. distance course gives answers to many questions, and at the same time does not expose the beginner to stress and heavy workload.

[As a result] people began to adapt more quickly, to become more deeply imbued with the spirit of the company, to share corporate values. We measure the engagement of our employees every year, and from the beginning e-learning this figure has grown significantly, which is proved by the results of internal corporate research, measurements, etc.

The duration of the presence of people in the company began to lengthen, the cost of mentors has significantly decreased, and even as a result, the number of positive reviews from customers has increased - feedback We are also monitoring very carefully. That is, the initial goal - to increase the level of service, we have definitely achieved.

Teachbase and Mascotte

Shoe brand Mascotte is one of the most mysterious on Russian market: there is little open business information about him. The company has been successfully operating for the second decade, and a large network of its own and franchised salons requires intensive training of employees who are involved in sales.

We learned from Irina Praksina, Mascotte business coach, how the company uses eLearning in its corporate training, and what she sees the pros and cons of this format of work.

The quality of service for us is one of the first places. Competition is fierce and now crisis time, this is especially true. I can confidently say that Mascotte salespeople are friendly and tactful. In our store, you will always be approached to say hello, tell you about the product, present new collections, etc. The company pays great attention to staff training.

We don't have many training managers who do direct training. And there was a need for global training, in which absolutely all employees can be involved. Initially, we created a training product for our own regional retail, but since there is an opportunity to connect franchising to this, we took advantage of it.

Enterprises develop effectively based on many factors. One of them is the professional growth of their employees. Therefore, staff training is the key to the success of any company. Thanks to this, the employer has in his staff more qualified employees who perform quality work. The employee, having received training, improves his qualifications, which contributes to career advancement.

Why is staff training necessary in an organization?

Training and advanced training implies mastering new knowledge and skills of employees. Often, new technologies appear in organizations, and innovative equipment is introduced. They require appropriate qualifications. Personnel with the necessary skills and knowledge will not hinder the development of the organization. Therefore, it is beneficial for the employer to train their employees. According to Art. 197 of the Labor Code of the Russian Federation, an employee has the right to receive training and additional professional education, as well as pass independent evaluation qualifications. For this, an appropriate agreement is concluded between the employer and the employee.

Types of staff training in the organization

For ease of perception, we present the types of staff training in the form of a table:

Employees are trained within the organization or outside it. When applying the second option, the worker breaks away from the production process.

Methods of personnel training in the organization

Teaching methods are directly dependent on the place of study:

1. Methods for training employees outside the workplace:
   • Lectures - theoretical knowledge is read to employees orally.
   • Conferences and seminars - discussions and discussions are held at them, employees acquire new knowledge about the correct behavior, and also learn to think logically.
   • Business games - all participants are given specially assigned roles and specific situations are given.
   • Training - in its course, the employee learns the basics of the activity.
   • Simulation - real working conditions are created. The student is faced with the task of making decisions in individual situations.
   • Self-learning - employees study the proposed material themselves.
2. Methods for training personnel in the workplace:
   • Copying - a beginner repeats the work of an experienced employee.
   • Production briefing - the employee receives clear information about work in a new place.
   • Mentoring - a mentor is assigned to the employee, who controls the correctness of the work performed.
   • Rotation - an employee is transferred for several days to another area of ​​\u200b\u200bwork to acquire new skills.
   • Complicating the task - first a person is given a simple job, then a more complex one. Each time the tasks are given more and more difficult.

In practice, other methods of on-the-job and on-the-job training can also be used. The advantages of the second option is that a person works and acquires knowledge and skills in the course of work.

Forms of staff training

Personnel training at the enterprise implies the following forms:

• Empirical or experiential learning - a person learns by himself. However, this happens in some logical order.
• Supervised performance - the teacher shows the trainee how to do the job. Then the student under his guidance does the work himself.
• Programmatic learning - the student learns information and answers clearly posed questions.
• Computer training - the employee independently studies information on the Internet.
• Active learning by actions - the employee acquires knowledge in the course of performing assigned tasks. Suppose participating in a group project.

The training and development of personnel in an organization is effective when the costs of it are lower than other costs associated with hiring errors.

How to evaluate the effectiveness of staff training

Evaluation of the effectiveness of personnel training can be carried out in any of the following ways:

• Testing after training.
• Supervision of the work of a trained employee in the workplace.
• Observation of the reaction of the student worker in the learning process.
• Evaluation of effectiveness in the form of a questionnaire.

The evaluation criteria must be communicated to the employee before the start of training. After its completion, the results of the certification are reported to the personnel management service.

Order on sending to study

When an employee is sent to training events, an order is issued to send the employee to training. It is compiled in any form. However, there are mandatory items that an order for training must contain:

• Company name.
• Title of the document.
• Date and order number.
• Time and date of the course.
• The name of the educational institution.
• Payment order.
• Signature of the head and other interested persons.

An order for training an employee - a sample:

Training at the expense of the employer can be immediately paid by the organization or compensated to the employee later.

Employee training at the expense of the organization: taxation

According to paragraph 21 of Art. 217 of the Tax Code, the amount of payment for training in licensed institutions of employees is not subject to personal income tax. The same applies to tuition fees paid. In addition, such amounts are not subject to insurance premiums (Article 422 of the Tax Code of the Russian Federation).

At the moment, many Russian companies do not pay due attention to the adaptation of new staff. Typically, this process is neglected due to the desire to save the company money or lack of time and other resources. Not surprisingly, the cost of adaptation translates into significant amounts.

But, as practice shows, savings on the adaptation of new employees results in much greater financial losses, and most layoffs occur just during this period of time.

This begs the question: how can managers achieve goals if they are constantly short of human resources?

Today I would like to reduce adaptation to very simple concepts, under the auspices: everyone can do it. In the article, we will look at how to reduce the adaptation period and costs without neglecting quality.

Stages of adaptation of a new employee

The adaptation of personnel can be divided into 3 main stages:

1. Stage of familiarization.
At this time, the employee compares his goals with the goals of the company, assesses how the expectations converge with reality, and, as a rule, by the end of the familiarization stage, the employee understands whether the proposed approach suits him. workplace.

Management, in turn, draws a conclusion about the capabilities and potential of the employee, determines the level and volume of further development costs (time, money). As a rule, the “i” are dotted just at the stage of an internship or probationary period, the period of which, most often, coincides with the familiarization stage.

2. Stage of adaptation.
The period of adaptation of a beginner can stretch up to a year, the period depends on the impact on and the team. The employee learns standards, rules, adapts to colleagues. The faster you manage to fit into the team, the faster the process ends.

3. Stage of assimilation.
At this stage, we can assume that the specialist has adapted to the team and functionality, is oriented in tasks and can perform them, and accepts the established values. As a rule, such employees are already considered full members of the team.

The main goal of the adaptation process is to reduce the costs of the organization due to the following factors:

1. Speeding up the process of entering a new employee into a position:
achievement of the required work efficiency in the shortest possible time;
reducing the number of possible downtime and errors associated with the development of functional duties.

2. Reducing the level of staff turnover:
reduction in the number of employees who have not passed the probationary period;
reduction in the number of employees who left the company during the first year of work.

3. Saving time and resources of the personnel involved in adaptation.

4. Create a positive attitude towards work, company and job satisfaction.

There are TOP 5 reasons why a newcomer leaves during the adaptation period:
1. Does not understand what exactly they want from him (there are no clear tasks).
2. Does not receive prompt explanations about work, does not know business processes and communication channels.
3. Does not believe in the reality of achieving goals: there are not enough tools to achieve them or simply does not know how to achieve them.
4. Too long and complex training, or complex functionality.
5. Believes that the desired financial level is not achievable.

Knowing the main reasons, the manager needs to influence them in order to eliminate or reduce the risk of employee leaving. As a rule, the first and fifth reasons are identified at adaptation meetings and closed there, it remains only to conduct them in a timely manner. How you can influence the rest of the reasons will be analyzed in the article below.

When attracting new employees, as a result of staff turnover or expansion, each new employee brings losses instead of the expected profit, until it reaches positive results. A lot of time and energy of managers and mentors is devoted to staff training, which could be used to achieve target indicators. In this case, accelerating the adaptation program and minimizing the participation of a living person in the adaptation and training process is one of the ways to optimize the costs of the adaptation process.

Ways to speed up and reduce the cost of adaptation

How to train personnel, bring newcomers into battle faster, but not waste a lot of resources for nothing?

There are 2 ways to reduce these costs:

1. Reduction of time for assimilation and memorization of information.
2. Reducing the time the company spends on training.

Consider each of them and start with the first path.

7 ways to speed up the memorization process

There are simple and basic things, by implementing which, you can get a 2-fold improvement in memorizing new information.

1. Infographics and flowcharts.

When perceiving information, a person puts it on the shelves, creating a structure or a semantic map. This takes a lot of resources, so it is wise for the trainer to prepare colorful flowcharts in the form of infographics in advance.

Such preparation will allow you to immediately lay out all the perceived material on the right shelves. The text structured in flowcharts saves the beginner's brain resources for building them on their own. This approach greatly speeds up the memorization of new information, making it easier. This happens because a picture is attached to each semantic unit, which activates associative memory.

2. Video materials.

No wonder YouTube has become the second largest search engine in the world after Google. People perceive information better through video. it affects more channels of perception: there is a picture and sound at the same time, and if you embed subtitles, a person can also read. Thus, all attention is completely immersed in the process of perception and it is difficult for extraneous thoughts to interfere with memorization. For example, if the training of new employees by a manager lasts 2 hours, video training can reduce this investment to 20 minutes.

3. Cards instead of long texts.

When a company is developing rapidly, new technologies and regulations are constantly appearing, which need to be trained and implemented as soon as possible. Most often, especially if the enterprise is large, multi-page instructions are used. The information in them is important, but how is a large amount of text perceived? As a rule, such instructions do not work. If you can not get away from long instructions and regulations, you need to make them simple, short and informative cards containing only the essence of the issue.

Cards can be at hand, they can be quickly found, viewed and remembered for a forgotten nuance. This allows you to avoid errors, saving the company's money also for their elimination. Interns are not intimidated by short and concise cards, unlike multi-volume regulations, and this reduces turnover during induction.

4. Non-standard questions that need to be answered.

Which training manual will be better remembered: in which you need to find the answer to the question asked, or which you just need to read and remember? Self-learned knowledge is remembered better. It is very effective to give the specialist a list of questions and the material in which he must find the answer, ask him to briefly write down the answers, for example, as on Twitter, no more than 144 characters. As practice shows, if a beginner reads a large amount of information, most often, he returns with an empty head. And if you give a list of questions, then the information is perceived more consciously, as he lives the answer. This way you can eliminate the need for training: give material, a list of questions and indicate the time to prepare a written response. Questions can be improved, for example, to give the task of finding an answer to the client's objections.

5. Knowledge base.

The manager can prepare simple and concise answers to frequently asked questions in advance. This will save the mentors time and eliminate the dead phone effect. Often, mentors convey answers to the beginner's questions or pass information to them through the prism of their consciousness, resulting in a deaf phone.

The knowledge base eliminates such an error and provides the ability to access it whenever there is a need to study a topic, a specialist will only need to go to the appropriate folder.

6. Stories.

In the stories from the practice of the company, the rules of efficiency are sewn up: how to do it and how not to do it. It is easy to include nuances from the story in the story. corporate culture, morality, valuable data. After all, it is through stories that people easily and effortlessly remember everything that you need. You can tell a story about a client with whom there was a problem due to the lack of knowledge of any rule; talk about how much time and money the manager lost due to a mistake.

It is very effective to attach videos to the training material in which colleagues tell their personal stories from life or professional development, then explain how to act based on the mistakes that were made. Thanks to stories, beginners do not have to explain why they should do it this way and not otherwise. With the help of this method, the trainee seems to live the given stories himself, as if they become his personal experience.

7. Gradual learning when you need to memorize a large amount.

When you need to teach a large amount of information, it must be divided into 3-4 stages and each should be given at its own time, and not all at once. Often, in order to fully work in some positions, you need to know a lot of details and specifics. To learn such a volume at a time is a very difficult task.

As practice shows, in order to start work (in the first 2-5 days), an employee does not need all the information, but about 10-20%. Those. the most important and essential. Further, when he has already mastered, he can be given the main part, i.e. another 50% of the information that will fall on the actions already done by the beginner, mistakes and skills worked out in practice.

The remaining 20% ​​of the information is subtle details that come in handy not so often, they can be given at the third stage of training, for example, after 2-3 weeks of work. Thus, the employee begins to work already in the first days of training and remembers much better. Often 8-12% of applicants reach the end of training, using this method you can increase this number to 46-50% or more.

3 Best Practices to Accelerate Learning

1. Chatbots in Telegram.

This is a robot that has prepared commands and reactions to them. There are online constructors to organize and configure the bot, it is enough to put in them necessary information in the required order. It's no more difficult than making a PowerPoint presentation. In the telegram bot, you can paint a step-by-step path for the entire duration of the internship for each newcomer. Thus, the role of a mentor can be played by the telegram bot itself, which will guide the beginner through all the necessary steps, accept reports for each day and give answers from the bank of frequently asked questions. In fact, having come to the company, the newcomer receives tasks from the chatbot, walks around the company and learns new things, which is also included in the adaptation.

2. Test benches with real user cases and their solution.

Often beginners are taught only in theory and are not allowed to real tasks, because they can break wood. This makes learning not only ineffective, but also not interesting, which affects the overall result. With the help of the booth, the interns will be able to solve problems that the current employees actually faced. These can be user questions, cases, problems made up of the most common ones. The trainee needs to solve them in a certain time. Using this method, it is possible to reduce the working adaptation by 40%. After all, each block of theory can be fixed with practice by passing a test with typical real questions on this topic from clients.

3. Quests in training - training in the format of the game.

A quest is a complex of riddles, solving one, you get the next one. Thus, you can sew the entire training system into one big quest. To pass it, the employee will need to find answers to non-standard questions, pass tests, and complete a number of case studies. Once you have thought through the mechanics of the quest in detail, you can adapt it to each position.

How to exclude human participation from the process of employee training

1. Distance learning

Distance learning systems LMS, allow you to control the viewing the right material and will guide the beginner through the desired scenario of the entire learning process. LMS is easy to implement in companies of any size, and can significantly reduce the cost of mass training. They help sustain, especially in distributed structures.

2. Step by step plan.

It is necessary to paint all the steps in advance, as if creating a map of the treasure island, according to which the trainee will independently pass. Often, newcomers have to be coddled with the fact that they do not have a clear map of actions, painted by the hour and minute. It is important to write where he will find the knowledge base, answers to frequently asked questions and an expert to whom he can turn in an emergency, etc. It's important to find time to do step by step plan an intern, which he can receive in the morning and report on him in the evening. Such a map will eliminate the need to invest time in explanations that you can get yourself. Those. reduce learning time official duties.

3. Do not hire those who are not capable of quick learning.

To initially choose more when choosing, you should pay attention to:
- analytic skills;
- the desire for self-development;
- a responsibility.

The most important thing in this case is analytical skills, they have a greater influence on the learning outcome and they are the easiest to assess. With developed numerical and verbal abilities, as a rule, an employee quickly grasps the material and delve into the details. This can also be assessed before the interview, for example with tests (such as COT) or trial assignments. This allows you to select the coolest, most intelligent guys and not waste time during the interview on those who cannot work in the desired rhythm. If we talk about the desire for self-development, then reverse side medals can become the effect of an overflowing bowl when we hear: “I already know everything.” With such an attitude, it is difficult to build efficient work. Well, responsibility is important because the given tasks must really be done, moreover, in the time allotted for this.

It is sad that the consequences of the lack of a competent system of education are not obvious, they manifest themselves over a long distance, they are difficult to track if you did not concentrate on it in advance.

If you do not solve this problem now, then there will be losses:
-for the company in the form of a decrease in profitability, the omitted benefit is growing;
-for TOP managers in the form of worsening relations with owners, who start to have questions about work efficiency - they begin to reduce positions, invite anti-crisis consultants who create their own rules in the company;
- for the HR service in the form of budget cuts, increased requirements for candidates and lower salaries.

By working to improve the efficiency of the onboarding process, you will significantly save the company's costs and increase the profitability of the assigned departments.
Of course, ideally, it is necessary to apply all the described methods in combination, but even a separately implemented tool increases efficiency significantly.

What are the forms and types of work with the personnel reserve? Where to order training and development of personnel in the organization? What are the methods for identifying staff training needs?

Hi all! Today I, Alla Prosyukova, propose to talk about staff training.

The rapid development of technology makes employers take care of the constant improvement of the level of staff through its training. Professional personnel increase the competitiveness of the company and its profits.

Upgrading the skills is beneficial for the employees themselves. They are better at their tasks, which leads to higher salaries and career advancement. But in order to achieve the desired results, you need to know the main points of organizing staff training. This is what will be discussed in my new article.

Those who read to the end will receive a bonus - helpful tips on the topic of the article and interesting video material.

1. What is staff training and why is it carried out?

We hear it all the time: “staff training, staff training”. But what this process actually is, not many can clearly explain.

So let's start with a basic definition.

Training is the development of professional skills, abilities and knowledge of employees in accordance with the goals and strategy of the company.

As I wrote above, employee training is important not only for the employer, but also for the employees themselves.

Benefits for the employer:

• highly professional personnel capable of solving the most complex tasks;
• reduction in staff turnover;
• formation of a personnel reserve;
• reducing recruitment costs;
• increasing the motivation of employees.

Benefits for the employee:

• acquisition of new professional knowledge and skills;
• salary increase;
• promotion;
• confidence in the future;
• lack of fear of losing a job;
• growth of respect and appreciation;
• increasing labor motivation.

2. What are the types of staff training - TOP-3 main types

Personnel training is classified according to various criteria. By type, it is divided into training, retraining and.

Here I will introduce you to them in more detail.

Type 1. Personnel training

The purpose of employee training is to obtain necessary knowledge and skills to perform specific tasks.

Example

Dasha graduated from high school this spring and tried to enter the university. However, she didn't score. The girl decided not to go to the paid department, but to prepare and try again in next year. In the meantime, you have to go to work! Of course, she had no profession.

Based on the situation, Dasha chose the nearest supermarket for her employment. Convenient schedule, "live" work close to home, plus education and training of staff right at the workplace. And you master the profession, and the salary goes.

Type 2. Retraining of personnel

From the name of this type of training it becomes clear that retraining- this is the acquisition of knowledge by employees in connection with a change in profession, or changes in the requirements for it.

Example

Natalia Kozina had a higher economic education and 4 years of experience as an accountant. On duty, she closely interacted with the planning and economic service. Therefore, when the position of an economist was vacated in the company, the management decided to offer it to Kozina.

But Natalia did not have necessary knowledge. The management decided to send her for a short-term retraining in their own training center.

Type 3. Professional development

This type involves the receipt by employees of additional knowledge in connection with a change qualification requirements to a particular position, specialty, etc.

Such training will help the employee adapt to new conditions without loss and continue to perform their duties at the proper level.

Sometimes professional development is the only way keep your job.

3. Basic methods of training personnel in the workplace - 6 main methods

Various methods are used to train staff. Their choice depends on the method of obtaining knowledge: on-the-job training or off-the-job training.

We will consider methods related to both methods. Let's start by looking at 6 methods used in training staff in the workplace.

Method 1: Copy

Everything is very clear here. The new employee observes the actions of a more experienced employee, repeats all his movements, as if reading them.

The more accurately he repeats them, the faster the beginner will develop the necessary professional skill.

Method 2. Production briefing

You probably remember how, when you were hired, you were given a production briefing.

Production briefing - generalized information about the upcoming functionality, which makes it easier to enter a new position and soften getting used to a new workplace.

Method 3: Mentoring

This method has its roots in the distant years at the dawn of the young Soviet republic.

Mentoring- education young specialist an experienced employee who certain period is assigned to the newcomer, takes patronage over him.

A distinctive feature of this method is that training is carried out directly at the workplace in working time, under the supervision of a mentor and with his constant support.

Mentoring in its development goes through 5 stages.

It is especially important where the role of practical skills is great. For example, in the banking sector.

Method 4. Rotation

Rotation is the temporary movement of an employee to another workplace in order to acquire new skills, knowledge, and experience.

Rotation Benefits:

• increases motivation;
• helps to overcome stress from the monotony of work;
• expands the circle of communication.

This method is especially in demand in companies where full interchangeability of employees is necessary.

Example

In most commercial banks, the development of new areas of work takes place just with the help of rotation.

So, for example, an operations officer serving individuals is temporarily transferred to serve legal entities. After a while he becomes universal worker bank operations department. The bank did not incur any costs for training, but the benefits are obvious!

Very often rotation is combined with mentoring.

Example

Marina Lapteva, Chief Specialist of the Operations Department, got together for 2 weeks at another vacation. Olga, a leading specialist of the same department, will replace her.

In order for Olga to be able to fully fulfill her duties in a new place, she was transferred to this site for 2 weeks ahead of time, where the girl, under the guidance of an experienced Marina, mastered the main points of the duties of a chief specialist.

When the time came, and Lapteva went on vacation, Olga, taking over her duties, worked these 14 days without any problems.

Method 5. Delegation

Delegation is the transfer of authority in decision-making on a specific problem.

Example

The manager of the operational office, Petr Vasilyevich, left on a business trip in 2 months. The replacement was assigned to Svetlana Ivanovna Kolosova, the head of the operations department, a competent specialist with extensive work experience.

However, she has never been in the office manager role yet! In order for the replacement to be successful, Pyotr Vasilyevich began to entrust (delegate) Svetlana Ivanovna the solution of various issues every day.

Yesterday, Kolosova single-handedly went to Mechta LLC to present the possibilities of a salary project. Today Svetlana Ivanovna independently deals with the accounts of the office for utilities provided by suppliers. Tomorrow, according to Pyotr Vasilyevich's plan, she will interview a candidate for the position of a loan officer instead of him.

So in a fairly short time, Svetlana Ivanovna will master the main powers of the office manager without stress and problems.

Method 6 Increasing task method

With this method, the student is given more and more complex and voluminous tasks from time to time.

Example

When a new bank employee is on probationary period, then load it, as a rule, gradually.

First, he gets acquainted with the main internal documents necessary for the performance of his official duties.

Then he works out the skill of opening the trading day. Then he is entrusted with servicing 1-2 client accounts. So every day the employee comprehends all the subtleties of the profession.

4. The main methods of training personnel outside the workplace - 7 main methods

Now let's get acquainted with the methods of training outside the workplace.

I have chosen to review the 7 most famous methods.

Method 1. Lectures

Lecture is a way of obtaining theoretical knowledge. Lecturers are experts in a particular field.

The lecture method has both advantages and disadvantages.

Advantages and disadvantages of the lecture method:

Method 2. Seminars and conferences

The conference allows participants to find solutions to problems in the process of active collective discussion.

At the seminars, the listened lecture material is fixed, its assimilation is checked. Usually the seminar takes the form of an active discussion of the topic, which allows you to consider it from all sides, to analyze complex issues using the practical experience of not only the teacher, but also the students themselves.

Unlike lectures, seminars are held in relatively small groups (10-15 people).

Method 3. Business games

A real professional situation is played out, in which the participants in the game (students) try to solve the task set by the condition.

This technique allows you to learn while playing.

Method 4. Training

In trainings, the theoretical block is reduced to a minimum. Most of it is situational practical tasks, during which participants work out the necessary professional skills.

This method is based on active forms of learning using role playing and group discussions.

Method 5. Simulation

When training staff through simulations, real work situations are recreated.

Example

When training "creditors" of one of the commercial banks in Kazan, the firm "Aktiv" widely uses the modeling method.

During the lesson, a real situation is created, for example, the initial consultation of an individual client regarding obtaining a car loan. Group members are divided into clients and consultants.

Such immersion in real conditions helps to consolidate skills, delve deeper into the situation, overcome the fear of communication, and learn how to work with client objections.

Method 6. Quality Circles and Working Groups

Quality circles are voluntary groups for effective solution tasks set by joint efforts.

The benefits of learning:

• increase self-esteem of employees;
• removal of "clamps" from workers;
• the opportunity to learn to adequately perceive positive criticism and make collective decisions.

Cons of the method:

• unsuitable for accepting complex tasks and problems;
• a specially trained leader is needed to guide discussions to make the best decision;
• spontaneity - there is no discussion algorithm.

Method 7. Self-study

Workers without any help study the necessary material.

Self-study has a number of advantages:

• learning at your own pace;
• anywhere at a convenient time;
• saving time and money.

But there are also a number of negative points in self-study:

• the inability to ask questions and discuss difficult points during the study of the material;
• decreased motivation;
• lack of control.

In the age of high technology and the Internet, independent learning takes place in a very diverse way using video, audio, and special programs.

Self-study with the help of video lessons is especially popular. “What I hear, I forget. What I see, I remember" - Confucius rightly remarked.

Video lessons allow the student to visualize the situation, in detail and in motion.

5. How to organize staff training - step by step instructions

If you are not a professional in the field of personnel training or you have not had to act as an organizer of training programs, then my step-by-step instruction will be useful to you.

Read and put into practice.

Step 1. Determine the purpose of the training

First of all, it is necessary to determine the purpose of the proposed training.

Decide what you need:

• improving the quality and productivity of employees;
• creation of a personnel reserve;
• training of personnel for a new direction of the enterprise;
• increasing the motivation of the staff.

Step 2. We choose and approve the training format

Often the format of training directly affects its effectiveness. How to choose it correctly?

If you have a large company, its divisions are scattered throughout the country, and your employees are good at computers, choose distance learning.

If the company is small, then perhaps a more acceptable form is training with an instructor. Direct contact contributes to better digestibility of the material.

Do right choice, and then learning will be not only useful, but also enjoyable.

Step 3. Create or select training courses

In companies that have their own training centers usually develop their own training programs.

Such programs fully meet the needs of the company. But only if they are done professionally. Otherwise, it is better to choose courses offered by specialized developers.

Step 4. Finding and training trainers

Staff training is carried out by both full-time trainers and invited ones. If the company has its own mentors who can teach, do not forget to check their level of training, regularly send them for advanced training. After all, they are the same employees, and the relevance of existing knowledge is also important to them!

The option of training with invited trainers is quite common. Carefully select such specialists: collect feedback, request documentation confirming the level of their professionalism, check licenses.

Step 5. We train employees of the enterprise

Review and approve the training schedule and its program. Create the conditions for it to pass.

Some companies run courses on weekends. Then they compensate for these days by adding them to the next vacation.

When training employees, do not withdraw from the control of this process. Knowing that you keep your finger on the pulse, employees will be more responsible, and trainers will not relax.

Step 6. Consolidate and evaluate the material covered

Consolidate the material covered with the help of situational tasks. This method will allow you to identify gaps in training and correct them in time.

The best way to test knowledge is testing: the answers are rigidly fixed, any disagreement with the results is easy to refute.

Step 7. Analyze learning outcomes and summarize

Any training ends with a debriefing. I recommend that all those who have completed the training be offered to fill out a questionnaire that will determine the level of staff satisfaction with the course, find out the needs for further training, and identify the “bottlenecks” of the course.

Based on the results, personnel changes are made, wages are changed, some of the employees are enrolled personnel reserve etc.

Only in this case, employees will be motivated to further training and improve their skills.

6. Professional assistance in staff training - an overview of the TOP-3 companies providing services

If your company does not have staff training specialists, the task should be entrusted to professional specialized companies.

I decided to make it easier for you to choose and selected 3 highly professional training companies. Meet! Choose!

1) Triumph

Triumph Recruitment Center has been engaged in personnel projects since 1997. The agency provides services highest quality. Evidence is the company's client base, which includes Gazprom and RBC, Raiffeisenbank and Otkritie Bank, Khiminvest and Gedeon Richter, as well as many other well-known firms.

Main activities:

• selection, adaptation of personnel;
• development of corporate standards;
• development of motivation and incentive systems;
• consulting support in resolving conflict situations;
• personel assessment.

All specialists personnel center have extensive practical experience and the necessary educational level, which they constantly keep up to date.

2) Granite Consulting

The company has been providing legal and consulting services throughout Russia from Kaliningrad to Vladivostok for more than 7 years.

13822 legal entities have already become regular customers Granite Consulting.

Company Services:

• certification;
• non-state expertise;
• accounting services;
• legal services;
• preparation,
• personnel services.

This is only a partial list. Visit the company's website for more details. There you can also find useful publications, customer reviews and a lot of other necessary information.

3) MegaPeople

"MegaPeople" - a training center engaged in the training and development of personnel, develops effective trainings and . Visit the company website.

There you will find:

• detailed information about the company and its employees;
• schedule of open trainings;
• training programs in a large number of areas;
• useful publications;
• feedback form.

On the site, the company offers its visitors a free trial online sales training. Test your strength, but also make an opinion about the training courses.

7. How to choose a provider and training program - 4 simple tips

Making a choice is always difficult. Good advice in such a situation will come in handy.

To help you, I have prepared a few small tips, which will allow you to correctly orient yourself in the personnel training market.

Tip 1. Pay attention to the visual aids that accompany the process

"Better to see once than hear a hundred times"- this catchphrase perfectly conveys the importance of visual aids in learning.

It has been scientifically proven that in the world about 60% of the total population are visuals - people who perceive the world around them with the help of vision.

Layouts, posters, slides, presentations, films - all this visual aids used to accompany the learning process. Such tools make learning visual and "alive".