Raise the level of your company's strength through in-house training! Explanation of specific methods and precautions
In order to maintain your company's superiority in the marketplace, you need to effectively promote human resource development through in-house training. Some managers and human resource managers may be thinking, "I want to gather information on how to conduct in-house training," or "I want to know how to conduct training so that the content will take root among the participants.
This article will explain the purpose and types of in-house training. We will also introduce specific procedures and tips, so if you are looking for information on in-house training, please continue reading to the end.
- What is the purpose of conducting in-house training?
- Main types of in-house training
- How to promote in-house training
- In-house training is important for follow-up
- Tips for Meaningful In-House Training
- Promote effective in-house training through e-learning.
What is the purpose of conducting in-house training?
The ultimate goal of providing in-house training to employees is to improve the company's bottom line by increasing sales, expanding services, and so on. Necessary elements to achieve this include improving employee skills and cohesiveness.
To promote more effective in-house training, it is important to clarify the purpose of implementation. Below is an explanation of the typical objectives of in-house training.
Improvement of employee skills
One of the purposes of in-house training is to improve the skills of employees. Improving the skills of each employee leads to increased productivity for the company as a whole. The higher the quality of employees and the more highly skilled they are in their respective departments, the more profitable the company will be in the future.
In-house training can develop a variety of skills, including presentation skills, logical thinking skills, and management skills. We can also provide support for the acquisition of difficult certifications that can be applied to individual jobs.
When considering how to implement in-house training, if it is difficult to handle in-house for reasons such as "the volume of information to be conveyed" or "the content is specialized," one option is to request an outside instructor.
Improvement of company cohesion
The implementation of in-house training will also have the effect of improving the cohesiveness of the company as a whole. By instilling the company's direction, management philosophy, and corporate philosophy, employees will understand management's thinking and create a climate in which they can work toward the same goals.
Once the need for each task that employees were obligated to perform becomes clear, it will be an opportunity to encourage voluntary actions that will lead to higher results. When communicating management and corporate philosophies, it is even more effective to explain why the philosophy was established and the effects and significance that can be obtained by adhering to the philosophy.
To gain the company's trust
One of the purposes of in-house training is to enhance the company's credibility. It is a matter of course for working members of society to have general common sense and business manners.
If you don't have common sense and manners, your clients will wonder, "Is it safe to do business with this company?" This can lead to poor performance by the company.
To gain trust externally, incorporate opportunities for employees to learn about common sense and business etiquette. In particular, efforts to educate new employees are very important. Make sure that basic knowledge is imparted to them before they start their specific duties.
Avoidance of management risk
In-house training can also help avoid some management risks. While there are a variety of management risks, in-house training is particularly effective as a way to avoid human risks.
Take the opportunity to teach employees what they should not do as a member of the company, such as information leaks and various types of harassment. It is effective to show them the actual risks of information leakage and harassment with actual examples. By giving employees a more concrete image of the possible dangers, it will raise each employee's awareness of risk management.
Main types of in-house training
Since there are multiple means of in-house training, it is important to select the most appropriate method based on the level and target audience of the participants. Whether you want participants to acquire practical content for their work or to gain knowledge of business etiquette, there are a wide range of objectives.
In order to effectively train your staff, it is important to have a thorough knowledge of training methods. Below we describe three in-house training methods, including on-the-job training and group training.
On-the-job training" to learn through practice
On the Job Training (OJT) is an in-house training method for new employees or those with no experience in the industry, in which they gain experience by actually working under a supervisor or senior staff member. Starting with simple tasks, the employee is gradually taught more complex and time-consuming tasks to encourage growth.
OJT is a training method used by many companies, and while it is a method that is expected to make employees more immediately effective, the speed of growth may vary depending on the department to which they are assigned and the person in charge of training them.
Since there may be cases in which employees are neglected or assigned only simple tasks due to the busy schedules of their seniors and supervisors, it is necessary to carefully plan for the introduction of the new system.
Effective "group training" for acquiring manners and skills
One of the most effective ways to learn manners and skills is through group training, where employees gather in a conference room or other location to receive training all at once. Because employees receive training at the same time in a single venue, they are more likely to be influenced by the atmosphere of their surroundings and become more motivated.
In companies with multiple locations, this will also create interaction with employees assigned to other locations. On the other hand, the time and expense involved are disadvantages of implementation.
Group training is further divided into two categories: in-house training and external training. In-house training is conducted by directors and supervisors. In-house training is effective in communicating corporate and management philosophies, as it is conducted directly by the company's employees.
The use of in-house facilities is attractive because it eliminates the need for travel and reduces the cost of hiring outside instructors, but it also has the disadvantage that the training tends to be stuck in the company's internal thinking.
Outside training is a method of training by hiring outside instructors. It is particularly effective for improving business manners, acquiring qualifications, and enhancing skills. Since the training is conducted by inviting outside instructors, new opinions and ideas that are not bound by the existing corporate culture can be incorporated.
Self-study" to distribute materials for educational purposes.
Self-study, in which reference books and other materials are given to employees to encourage their own study, is also a useful educational method. The content can range from acquiring qualifications and skills to understanding management philosophy. The person in charge of training must select, prepare, and distribute the materials, so be sure to have them well prepared in advance.
Since self-study is a learning process that depends on the motivation of each individual, the fact that the level of understanding may vary is a disadvantage.
How to promote in-house training
When providing in-house training, we must not just provide learning opportunities, but must proceed in a systematic manner so that concrete results are achieved.
Before selecting an implementation method, make a firm decision on what the purpose of the in-house training is and what schedule will be used to implement it.
For those who are specifically considering implementing in-house training, the following is a step-by-step guide on how to proceed with in-house training.
(1) Establish current issues and post-education goals
When promoting in-house training, initially establish current issues and post-education goals. By clarifying the reasons for training and the issues to be resolved, a training policy will emerge.
When implementing the program, it is important to understand what the participants are lacking from a comprehensive perspective, not only from the educator's point of view, but also by listening to the participants themselves and to their supervisors and subordinates.
After identifying the issues, clarify what state you would like them to be in after the education. This will give you a concrete image of the timing and content of the training.
(2) Decide when and how long to implement the project.
After clarifying the issues and goals, decide on the timing and duration of implementation. The timing of implementation will be determined by taking into account the internal preparation period, the schedule of outside instructors, and the level of proficiency of the participants.
It is important to note that in some cases, depending on the nature of the education, learning may not be completed in a single opportunity. For example, in the case of OJT, medium- to long-term training is assumed. Depending on the content of the education, scheduling should be flexible.
(3) Decide how to implement in-house training.
After the schedule has been established, decide on the specific method of implementing in-house training. There are various types of implementation methods, such as on-the-job training, training, and self-study. After comparing the advantages and disadvantages of each method, select the most appropriate training method for your company's situation.
It is also effective to combine multiple methods, such as first learning theory through group training and then practicing through on-the-job training.
In-house training is important for follow-up
Due to the structure of the brain, it is difficult to retain what you have learned after hearing a story once. As pointed out in the "Ebbinghaus Forgetting Curve" proposed by German psychologist Hermann Ebbinghaus, memory fades over time.
Therefore, once training has been provided, periodic checks should be made to ensure that the content of the training has been properly retained. Specific follow-up methods are described below.
Let's repeat the feedback cycle.
To make the educational content stick, repeat the feedback cycle. The term feedback cycle refers to the process of receiving feedback and working toward improvement.
Specifically, the flow of "receiving feedback on learning, discovering issues on your own, thinking about what to change to solve the issues, and actually putting your thoughts into action" will be repeated. By repeating the cycle over and over again, the educational content will be more reliably established.
Create an action plan sheet
Creating an action plan sheet is another effective follow-up. An action plan sheet is a sheet that describes the actions required to achieve the subject's goals and plans, and whether the goals have been achieved after a certain period of time.
The advantage is that employees themselves take the initiative, so they can easily retain what they have learned and confirm for themselves whether or not their behavior has changed. On the other hand, a disadvantage is that it increases the workload on supervisors and trainers by having to check the content.
Questionnaires and confirmation tests are also effective.
Questionnaires and confirmation tests are also effective follow-up measures, as they enable quantification of participant satisfaction and understanding. If you want to utilize participants' feedback in the future, you can conduct a questionnaire, and if you want to check the degree of knowledge retention, you can conduct a confirmation test.
Tips for Meaningful In-House Training
In order to conduct meaningful in-house training, it is necessary not only to select appropriate methods, but also to consider the mindset of the participants. Attention to details such as raising awareness by explaining the necessity of the training and establishing a system that encourages active participation will improve the effectiveness of the training.
Below are three tips for meaningful employee training.
Properly explain the need for training to participants.
In order to provide meaningful in-house training, it is important that efforts are made to inform participants in advance of the need for and importance of the training.
Rather than simply informing participants of the outline of the training, motivate them by telling them why the training is being conducted, the benefits they will receive from the training, and how you would like them to contribute to the company after receiving the training.
When conducting training, it is important to devise ways to give participants a sense of purpose. By making every learning experience personal, participants will have a clearer idea of how to apply what they learn to their daily work.
Creating an environment conducive to voluntary participation
When conducting in-house training, keep in mind to create an environment that facilitates participants' spontaneous participation. New employees, in particular, tend to be cautious about their surroundings, making it difficult for them to express their opinions or ask questions.
It is important to create an atmosphere in which all participants, including new employees, can easily participate, rather than one in which the instructor or some participants keep talking. When conducting group work, etc., the leader or facilitator will be required to skillfully turn the meeting around.
Implement an e-learning system
The introduction of e-learning systems, in which learning is conducted using smartphones and personal computers, is also effective for in-house training. The system is characterized by the ability to study at any time, from any location, and to look back on the content of the training repeatedly. It is also ideal for reviewing the content during breaks in the workday.
Depending on the system, tests can also be administered to check the level of understanding of the educational content. Since this is effective for follow-up, we recommend that it be included as part of training and other programs.
When introducing a new system, compare and consider the services offered, and choose the content that best suits your objectives and budget.
Promote effective in-house training through e-learning.
Many companies are concerned about how to promote internal training. It is important to create a system to provide effective in-house training to employees for the company's growth.
The introduction of e-learning is effective for knowledge retention and follow-up through in-house training. LearningBOX is an e-learning system equipped with all the functions essential for in-house education.
as well as creating teaching materials and keeping track of grades.Courses can be designed in accordance with in-house training content, and tests can be easily administered to check employee proficiency.
We also have materials available that introduce the detailed contents and utilization of learningBOX, so whether you are interested in introducing e-learning or are concerned about in-house training methods, please contact us first atRequest free informationFor more information, please contact us at
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