Step Three: Putting together your own training program.
Once you have identified the skills that need to be focused on, the employees that need training, and the methodologies that will be used, you need to put everything down in writing. Documentation is the key to protecting yourself against lawsuits relating to employee relations. The following training materials need to be cemented in writing.
Training objectives. Training objectives need to identify (1) the skill, (2) how training is to be conducted, and (3) what proficiency the employee needs to attain by the end of the training process.
Training materials. Training materials, depending on the nature of the skill, should be written out in a manner that is easy to understand and easy to follow. Step-by-step instructions should be written out for every job, no matter how insignificant it may seem to the employer. An instruction sheet should include (1) the skill title, (2) when it is to be performed, (3) who is to perform it, (4) what supplies are needed and where they can be found, (5) step-by-step instructions, and (6) what to do with the end product.
Evaluation materials. Evaluation materials are as important to a training program as the actual training materials. They will let you know how effective your training materials are and whether you need to adjust any of your methodologies. The evaluation materials that you need are: (1) evaluation procedures, (2) evaluation form for employees, (3) evaluation form for the employer (or manager), and (4) response (rebuttal) form.
Out-of-house materials. If your company utilizes outside sources for training you will need the following materials: (1) purchase order for educational services, (2) expense forms, (3) approval forms, (4) evaluation forms, and (5) any professional organization forms such as a CPE tracker.