Best practices in training new employees should be based on common sense, the organization’s mission, vision, values, and strategic plan, and an understanding of the skills needed to perform the job.

The first question to be answered is “What do we need the new employee to know and be able to do?”

Then determine what is the best way to communicate that information.

Some approaches to training include:

• Providing on-the-job training (OJT)
• Hands-on experience
• Computer-based training (CBT)
• Employee Assistance Program (EAP)
• ”Shadow” is someone who has the job to be filled
• Informational interviews (asking someone currently doing the job for suggestions on how it is done)
• Role-playing (getting new hires to “act out” a situation in a simulation environment)
• Simulations (using computer programs or role-playing with video cameras involved)
• Group discussion (discussing issues in a classroom setting)

Let us discuss each of these in detail:

On-the-job training (OJT)

On-the-job training (OJT) is the most time-honored way of getting new employees up to speed quickly. It’s also the most expensive, but in some cases, necessary. It is also the most disruptive to other workers who must pick up the slack.

It should be used only when necessary and then only for a short period.

OJT is to teach new employees what they need to know about the job and how their job fits into the overall organizational scheme.

This approach is usually used for technical jobs that require specialized knowledge or skills that cannot be learned from a book or computer program.

Hands-on experience

Hands-on experience allows the new employee to get his or her hands on the equipment so that he/she can learn how it works.

New employees are given these types of assignments to provide them with an opportunity to learn what they need to know to do their jobs from a practical point of view and not from reading a book or completing a computer program.

Computer-based training (CBT)

Computer-based training (CBT) programs are becoming popular because they provide new employees with the information they need to do their jobs without requiring them to go through OJT or hands-on experience and when used as part of an overall training program it allows organizations to train new employees quickly and inexpensively.

CBT programs are cheap and easy to use, but they may not work well for every type of employee training because they don’t provide real-world situations that help people develop skills in dealing with unexpected problems.

Employee Assistance Program (EAP)

Employee Assistance Program (EAP) provides counseling services. For instance, for new employees who have problems such as alcohol abuse, drug abuse, marital problems, and emotional problems that may interfere with their ability to perform their jobs effectively.

EAP counselors can also help you counsel your staff on work-related issues such as stress, anger management, and decision making.

The EAP should be used to assist new employees who have been on the job for at least six months and whose performance has been satisfactory but who are still having difficulties adjusting to their jobs.