5+ Sample Job Training Checklist

What Is a Job Training Checklist?

A checklist is essentially a knowledge management process that aids an organization in avoiding the costly trap of reinventing the wheel. It also guarantees that new workers are treated fairly and are given all of the knowledge they need to succeed in their new responsibilities. Only with a proper checklist in place can an employee training plan be successfully implemented. When training new users on enterprise applications, a job training checklist will outline the specific goals, needs, strategic plan, and curriculum to be addressed. Viewing the job training checklist template provided in this article will give you an idea of how it is structured.

Types of Training

There are several types of training that can be used to engage an employee. These types are typically used throughout the training onboarding process, including orientation, in-house, coaching and mentoring, and external training. The sort of training used is determined by the number of training resources available, the kind of company, and the prominence the company takes on training. Keep in mind that all kinds of training, no matter which you may have implemented as part of your program, will be most effective with a training evaluation.

Technical or Technological Training: Technical training will be necessary depending on the work. Technical training is a sort of training that is designed to teach new employees about the technological components of their employment. In a retail setting, technical training may entail showing someone how to utilize a computer network to ring up customers. A sales job may entail demonstrating how to utilize the customer relationship management (CRM) system to locate new prospects.Quality Training: Quality training is the process of familiarizing staff with the methods for preventing, identifying, and removing non-quality goods, often in a manufacturing firm. In a world where quality may differentiate your company from rivals, this form of training equips staff with the ability to identify items that do not meet quality requirements and instruct them on what they should do in this case. Quality is measured by a variety of organizations, including the International Organization for Standardization (ISO).Skills Training: Skills training comprises the knowledge and abilities required to do the job. An administrative assistant, for example, may be trained in phone answering, but a salesman at Best Buy may be trained in assessing client needs and providing information to help the consumer make a purchasing choice. Consider skills training to be the knowledge required to do your job. A cashier must understand not only the technologies used to ring someone up but also what to do if something is priced incorrectly. Skills training is often provided in-house and may include the employment of a mentor.Soft Skills Training: Soft skills are personality traits, social etiquette, communication skills, and personal routines that are used to describe interpersonal relationships. Soft skills might include knowing how to answer the phone or being nice and inviting to consumers. Sexual harassment and ethics training might be included. Some occupations may need soft skills such as motivating people, maintaining small chats, and establishing rapport.Team Training: The purpose of team training is to foster team cohesion by allowing team members to get to know one another and facilitate relationship building. Team training may be defined as a process that enables teams to strengthen decision-making, issue, and team-development abilities in order to accomplish business goals. This form of training is frequently provided after a company has been reorganized and new individuals are working together, or after a merger or acquisition.Managerial Training: Topics from our soft skills department, such as how to encourage and delegate, may be covered, while others may be more technical in nature. If management, for example, employs a certain computer system for programming, the manager candidate may be technically skilled. Some management training may be done in-house, while others, such as leadership qualities, may be done outside.Safety Training: Safety training is a sort of training that takes place to prevent employees from injuries caused by job incidents. Safety training is especially crucial for businesses that manufacture using chemicals or other potentially harmful items. Safety training includes things like evacuation plans, emergency procedures, and sexual harassment in workplace practices. Eye protection, first aid, restaurant management safety, hearing protection, asbestos, industrial safety, and hazmat safety are all examples of safety training.

Steps to an Efficient Job Training Plan

Training, learning, and growth in the workplace are critical for every firm. Whether it is to satisfy regulatory standards in a regulated business, to develop future leaders, or to engage and inspire staff in order to enhance retention. Staff training is required regardless of motive, but designing a successful employee training program may be difficult. Identifying training opportunities, creating effective training programs, marketing training, and encouraging participation may all be difficult tasks. Fortunately, this curated list will help you to specialize in staff training and development.

Assess Training Needs and Opportunities: If you work in a regulated business, you will need training courses to guarantee your staff understands the business and satisfy compliance needs. You may also discover that some sections or teams in your company aren’t as productive or efficient as others, and hence aren’t serving your company’s needs. Training programs for employee skill development and advancement might be an excellent strategy to close the performance gap. Career development and soft skills training may help employees grow as people and future leaders, which not only saves you money on recruiting but is also the number one reason employees choose and remain with a firm.Outline the Learning Objectives: The main goal and subsequent aims of the employee training program must be outlined. To guarantee that every learning opportunity contributes to meeting business demands, the overarching main goal should be connected with your company objectives. Your initial aim, as well as any following objectives or goals, should be SMART. This implies that they must be Specific, Measurable, Achievable, Relevant, and Timebound. Once you have established a broad aim, you may split it down into specific objectives or goals.Design Training Plans: Once you have agreed on your objectives and a broad framework, you can start designing the training course. Today, the most convenient and adaptable method of training delivery is. While third-party course providers can teach the required skills or information in classrooms or even on-site, a training management system can give total flexibility and control with workplace training. You must consider all accessible media and material kinds to assist teach employees and engage them better, regardless of how you create the staff training and development courses.Develop Training Plans: You may start developing your course once you have planned how you want it to appear and function. Again, third-party course providers might assist with this, or you could try to design everything yourself if you have a solid development team. Again, a decent LMS comes in helpful here. The finest employee training software will also include a variety of content and media kinds to help you create more interesting courses, such as step-by-step sliders for simple how-to manuals and much more. Make certain that all creatives, copywriters, and anyone engaged in creating PDF guides, manuals, and other formats are well informed on the learning objectives and any ensuring compliance.Monitor Performance and Success: Creating a successful staff training program is a lot easier when you know what works and what doesn’t. Track the success of new and continuing courses to increase your chances of success. This covers course participation and completion rates, as well as any correlations between the course and overall employee performance. Some courses may underperform in particular areas and can be modified to increase engagement or enrolment numbers. Other courses may be ineffective and have minimal impact on employee performance, thus they should be eliminated. Effective courses, on the other hand, can serve as a model for future employee training initiatives.

How to Make a Job Training Checklist

The checklist should include both standard organizational information and special elements relevant to the new employee’s function. However, there are some common topics that should be mentioned. Many of these are things that can be communicated through e-Learning or mobile learning. A sample job training checklist has been made available for your convenience and so you won’t have to worry about a concrete job training checklist format.

1. Present Company Background

The first step you will be doing is to introduce the company the new employees are welcomed into. You may have mentioned a bit of information but it is during this process that you can expound on the company history and Mission Statement. Make sure to include the company timeline and key achievements. Include a copy of your organizational chart, as well as extensive descriptions of department structures and duties, and identify where the new recruit fits inside the chart. Allow enough time for the new recruit to ask questions.

2. Discuss Company Policies and Regulations

Human resource concerns like absenteeism, holiday policy, complaints procedures, performance evaluations, and so on are all reflected. While this is most likely included in an employee handbook, it is critical that a new employee reads and acknowledges this book. This may all be controlled using an eLearning application, allowing questions to be asked while the employee takes their time reviewing and understanding the information. Describe the workplace rules such as the use of pantries, work hours, and breaks. Also, clarify the type of absences each employee is entitled to and whether they can be counted for sick or vacation leave.

3. Elaborate on the Inclusions and Benefits

Healthcare and stock option programs may be complicated. Explain your benefits in simple words throughout this training. Clarify whatever steps workers must do in order to use their benefits packages. Answer any queries they may have. Get signed copies of contracts if necessary. Present all alternatives for life and health insurance policies, ensure that new recruits understand the terms, and give documentation that clarifies the terms in detail. You may also explain how to make use of all accessible training and advancement benefits, such as education funds.

4. Introduce Specific Roles

Hiring managers utilize this training to explain team structure and duties, set expectations for success, and provide new recruits with relevant tools and resources. You must be able to outline the new hire’s responsibilities, such as what they would do on a normal day at work. Also, show the new recruit job-specific tools and give a list of useful sites for finding solutions to frequently asked queries. Display and explain reports that track the team’s key performance indicators (KPIs), offer business objectives relating to the new recruit’s job and team, and describe the responsibilities of different team members and how the new hire will collaborate with them.

5. IT Setup and Training

IT staff should assist new employees in configuring their computer stations and ensuring that all systems are operational. They should also train new employees on data privacy, malware detection, and proper software and hardware usage. Ensure that new recruits have access to the tools and instructions required to utilize hardware and software. Check to see if new workers have created business accounts, such as email, and offer assistance as required.

6. Follow Up on the Training Plan

Evaluation is an essential part of any kind of training, no matter what role they will be assumed under a certain department of the company. This section of the checklist may be found on a separate page or at the most-bottom entirely. As this is meant to check whether or not the training was sufficient and successfully understood by the new face of the company.

FAQs

Why is a training checklist important?

It makes new workers feel at ease and alleviates any concern they may have; it lets a new employee grasp the company in terms of mission, work structure, expectations, laws, and regulations; and it socializes the new employee with the current personnel, including management. Having a consistent checklist guarantees that no critical part of the company or the individual’s work is neglected, whether the majority of the training is on the job, in an e-Learning environment, or in a hybrid approach.

What makes a good training session?

The most excellent training affects learning by engaging all of the senses. Show and utilize teaching ideas to increase comprehension and knowledge of the subject. Frequent testing is required. When students or employees are aware that they will be tested, they are more likely to pay attention to the subject. All coaches should include the following aspects in their training sessions: session introduction, warm-up, skill and fitness exercises, cool-down, and review. Participants should be given an outline of the training session before it begins.

How long should training last?

It’s difficult to strike a balance between quality and running time. If your short course is too low on content, it will have little impact; on the other hand, too crammed courses will put your audience’s attention span to the test. On-the-job training might be anywhere from a few days to several weeks, depending on the responsibilities required. Often, new workers begin by observing other employees before progressing to complete activities under supervision.

Training enables students to develop new information and skills. The most successful training also assists learners in applying this information in the workplace, a process called learning transfer. The efficacy of your training relates to how well it facilitates learning and learning transfer. Instilling crucial and relevant information for your new employee will be important as they will use it as they continue working. This is why utilizing the available work training checklist template is important to save time and effort.