Now that you have all of your training materials in order you will need to let your employees know about the programs and their processes. They will need to know what your training objectives are, how their progress will be monitored, what training methodologies are available and which ones are required, and what paper work is required. Make sure that all of your employees understand all of these things and have them sign a statement attesting to this. Again this documentation will help to protect you from unfounded lawsuits.
Step Five: Evaluating your program.
After an employee has completed a training program you will want to have them fill out an evaluation form of the program that goes over how well the information was presented, if they found the training helpful, if there are any areas that need improvement, if there are any areas that seemed redundant or unnecessary, and if there are any other skills that they feel that they need to perform their jobs. You, or a manager, will also need to fill out an evaluation form on the employee’s progress and proficiency in the skill or skills that were focused on during the training program. Proficiency tests can be used to measure the employee’s abilities, or physical observation of the employees performance can be used. If you notice that there are still areas that need to be trained in, then you should make the changes to the training program as soon as possible so that the next trainee will get ALL of the training that they need. Also you can use the evaluation forms to identify areas that really don’t need to be covered and you can eliminate these things from your training program and save your company time and money spent on employee training.