In the previous blog, we looked at the problems inherent in teaching a new hire a large number of proprietary information systems. In this blog, we’ll look at two issues that still need to be addressed.
Hopefully, it goes without saying (although I’m going to say it) that ten minutes of practice is definitely not sufficient for the new hires to get comfortable or proficient using a system.
The larger issue is that, when all of the systems are taught at the same time, one after the other, the new hires will have a terrible time remembering each individual system. The specifics of one system will be lost as each new system is learned. The information will flow together, ending up confusing rather than enlightening the new hires. They will be completely overwhelmed.
So, what is the solution to this multi-faceted training dilemma?
Take a four-pronged approach:
- Teach the new hires about one of their primary job responsibilities and what they need to do to perform it.
- Then show the new hires how to use the specific system tool that will help them perform that responsibility. In other words, give them just in time training on the system in the context in which they will typically use it.
- Next, give them sufficient time to practice using the system tools with several simulated examples. They will need the three examples to ensure that they are able to develop a real understanding of the system.
- Finally, make sure that the new hires are able to practice using the system every day, to reinforce their learning and build their competency.
What do you think? Is there some better way to approach this?
In reflection,
Deb
