Without a practical training and onboarding program in place, your new employees are bound to fail. The failure might not be immediate but in the future, as they are unaware of what your organization stands for and how you intend to achieve organizational goals. Your recruits can only perform at their best when you train them along the line of your objectives and goals as an organization. In reality, failure to understand the objectives often frustrates talents which leads to high employee turnover. It is important to state that training is not a one-time activity, it should feature prominently in organizational activities.


At myBooks, we have an effective training program. This has helped in the excellent development and functioning of our cloud accounting system, and we believe you can learn from our approach. Here are some tips that should be incorporated into your training programs.


Have a Training Process in Place Before Hiring

Before searching for talents, put up a document that encapsulates the job description and requirements. This should include the skills and expertise the ideal candidate should possess. You should also include what the recruit should know immediately after he/she joins the organization. This will help guide in identifying the modus operandi to be employed in onboarding talents.


Be Thorough with Your Recruitment Process

A proper recruitment process will help you hire the best man or woman for every role. Since you already have a training program in place for the ideal candidate, settling for the wrong hire, will means the training program will fail. It’s like searching for a candidate with Microsoft Excel and Programming skills, if you end up with one that can only write codes, then you need to train for Microsoft Excel which is not part of the training plan.


Skills Training Isn’t Enough, Include Organization Culture

Your organization has a culture that is a product of your philosophy, mission, and vision. This is part of the training your recruits should be exposed to. Training new talents only for skills will work in the short term. In the coming years, skills training will not sustain the new talents; there will be a deviation from organizational culture. This deviation will have an impact on the achievement of the organization’s objectives.


Training is Forever, Not Time-Bound

Of course, the first few days, weeks, and months of employment are indeed critical. However, training should not be limited to this period. It doesn’t tell well on the output of an organization when a recruit is expected to find their way after integrating with the team. Ensure every new hire is mentored and reviewable milestones are set.


Make Training Enjoyable and Fun-Filled

Don’t paint a picture of boredom and gloom for your new hires through your training methods. The training process should be constructed in a way the recruits fall in love with organizational goals. At intervals introduce breaks and create activities that allow for socializing. Keep things interesting for them in the first few days, and they will come to work happily forever.

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