Reasons for training mid-career hires｜Training methods and points?
In this article, we'll take a closer look at why mid-career hires need training and what makes for effective training.
Companies often believe that training is not necessary for mid-career hires.
However, regardless of whether you are a [new graduate or mid-career] employee, if you can provide appropriate training, you will be able to get the most out of your mid-career hires.
Click here for the table of contents
- 1. Reasons for providing training to mid-career hires
- 2. Training methods for mid-career hires
- 3. key points of training for mid-career hires
- 4. streamline employee training for mid-career hires
- 5. summary
Why provide training to mid-career hires?
Mid-career hires tend to think that there is no need to conduct another training program because they have knowledge as working adults and experience in their previous jobs.
However, such a biased way of thinking is very easy and dangerous.
Let's review together the reasons and need for training even for mid-career hires.
Understanding of the business
The nature of the work varies in detail from company to company.
Even if a mid-career hire has experience in your industry, working within the rules of your previous employer may not work out.
In some cases, there are risks that may lead to early job change or retirement.
Therefore, it is important for them to understand the nature of our business through training.
Learn about the company's philosophy
Although you are a mid-career employee, the situation of joining a new company is no different from that of a new graduate.
By making them aware of the company's philosophy through training, it is easier for them to understand how things work within the company.
Adjusting to a new workplace
Mid-career hires do not have as many people joining the company at the same time as new graduates.
This makes it difficult for them to communicate with other employees, and there is concern that they may become isolated within the company.
Training has the advantage of making it easier for you to get to know your supervisors and seniors in a supervisory role, making it easier for you to adjust to the workplace.
Training methods for mid-career hires
There are three training methods for mid-career hires.
Let's take a look at the characteristics of each of OJT, Off-JT, and e-learning.
On the job training (OJT) is a method of conducting training while performing work duties.
You can learn skills from your supervisor while gaining hands-on experience. This is useful when it is difficult to set aside time for training only.
Off-the-job Training (Off-JT) is training that takes place outside of work.
For example, by going to a designated location and attending a seminar or lecture, you can improve your skills and retain your knowledge.
It is also important to understand that communication among mid-career hires is likely to occur.
With e-learning, you can study at home or during your commute.
You can study anytime by using your computer or smartphone.
In recent years, in light of the corona disaster, e-learning has been attracting more and more attention for its ability to provide training without the need to gather people.
Key points of training for mid-career hires
There are three key points to consider when training mid-career hires. Let's take a look at the details.
Set a purpose and time frame.
It is important to determine the training content with a purpose.
For example, it is important to understand factors such as the type of career you would like the mid-career candidate to develop and what skills the mid-career candidate themselves would like to acquire.
By setting a time frame for achieving the objectives, it will be easier to set the direction of the training content.
Make the right assessment
When you have conducted the training, make sure you evaluate it correctly.
Although it is necessary to make a comprehensive judgment based on both subjective and objective factors, an ambiguous evaluation is counterproductive.
Therefore, the evaluation criteria should be clearly communicated to some extent before the training.
Be proactive in communicating and following up with them.
This is because mid-career hires are less likely to receive detailed guidance than new graduates, and there are cases where training proceeds without resolving questions.
Streamlining employee training for mid-career hires
In order to conduct efficient employee training, you can incorporate the concept of DX (Digital Transformation).
DX refers to concepts such as "making people's lives better through the penetration of IT.
Corona Peripherals' Human Resource Development is Changing with DX
DX has changed the development of human resources at Corona Perfection.
For example, online e-learning and webinars (web-based seminars).
Instead of training human resources in a group training, it is possible to conduct training while preventing infections by going online, and this has attracted attention in recent years.
Expected Effects of DX on Human Resource Development
Mid-career hires have skills and business manners, but again, each person has their own way of thinking.
Use DX to train mid-career hires so that they can quickly adapt to the company's philosophy and policies and play an active role in the company while leveraging their own experience.
Offline training by DX allows you to learn uniform training.
You can minimize the gap between your perceptions, and even if your perceptions are not clear or you cannot incorporate the content, you can gain a certain level of understanding by learning the same content repeatedly.
This will minimize problems such as mid-career hires having difficulty adjusting to the company or having a different impression from the one they had.
In addition, with online training via DX, you can conduct training remotely and in person.
You will be able to notice issues and concerns that mid-career hires have that you could not find in offline training and quickly correct your course.
Other expected benefits of DX for human resource development include the ability to flexibly choose the location and time of training compared to traditional venue-based training, which is beneficial to the company because it reduces expenses and labor costs.
Take a different approach to training mid-career hires than you would a newly graduated employee.
Even mid-career hires with strong backgrounds and skills may not always be able to fit in at a new company.
Incorporate training methods that suit your company and support mid-career hires to reach their full potential.
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