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\nWhen developing internal human resources, curriculum development in newcomer training is such an important factor that it can determine the motivation for future work.
\nHowever, some may not know how exactly to develop a curriculum.
\nThis article will therefore explain how to create a curriculum and what to look out for in newcomer training.
\n <\/p>\n
Content<\/p>\n
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The curriculum for new employee training can be broadly divided into introductory training and job-specific training.
\nFigure out what you will learn about each.
\n <\/p>\n
Training for new employees begins with a curriculum called induction training.
\nThe content of the introductory training includes the basics of business manners, how to be a member of society, knowing the company's philosophy, and communication.
\nMany of the contents can be said to be applicable and applicable to any type of job, after encouraging awareness as a member of society.
\n <\/p>\n
This training is designed to teach newcomers the content of the position to which they will be assigned.
\nIn addition to being close to practical work, the objective is to learn content that can be applied to specific jobs.
\n <\/p>\n
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\nLet's take a look at a detailed method for developing a curriculum for training newcomers.
\nDeciding on detailed elements such as advance preparation and setting objectives and timeframes will ensure a smooth learning process.
\n <\/p>\n
As a prerequisite to creating a curriculum, we need to know the level of the participants.
\nFor example, the level of participants varies depending on whether they are new graduates or mid-career, and whether or not they are inexperienced even in mid-career.
\nBy creating a curriculum tailored to the needs of each participant, training can be tailored to each level.
\n <\/p>\n
The purpose and duration of the training should also be determined before starting.
\nIf each of these settings is unclear, problems may arise, such as not being able to complete the curriculum process and not being able to address the content you want them to learn.
\nTherefore, set the duration according to your objectives.
\n <\/p>\n
Decide on the methods that participants will learn in the newcomer training from the following<\/p>\n
\nOJT...... learn by doing practical work
\nOff-JT...... Provide opportunities for study outside of practical work
\nGroup work ...... communicating and learning in groups
\nRole-playing...... customer service and other simulated learning experiences
\nE-learning: ...... Independent learning through the Internet\n<\/p>\n
The appropriate method varies depending on the content to be learned, the job, and other factors, such as on-the-job training for practical work and e-learning for knowledge.
\nBefore creating a curriculum, consider which method is best suited for your needs.
\n <\/p>\n
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\nWe will look at what to look for when creating a curriculum.
\n <\/p>\n
Before creating your curriculum, be prepared with multiple perspectives.
\nFor example, it is also necessary to make improvements based on the good points and reflections of the previous year's curriculum.
\nIf a course is to be held, the schedule of instructors and venues must be held, and if e-learning is to be utilized, the method of delivery must be considered from the content of the course materials.
\nIt is important to note that the preparations that must be made differ depending on which method is used.
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The curriculum should be structured in a way that is easy for newcomers to understand and grasp.
\nFor example, if you give them a difficult assignment at the beginning, it will be difficult for them to get it into their heads. Therefore, it is easier for them to understand if you start with a mutual understanding of the corporate philosophy and business, which is less difficult.
\nThen, the students will gradually learn more about the details of their work, which will help them to consolidate their knowledge.
\n <\/p>\n
The curriculum in new employee training can be broadly divided into introductory training and job-specific training.
\nThere are differences in learning methods, such as OJT, Off-JT, and e-learning, so choose according to what you want them to learn and the company's situation.<\/p>\n
It is also important to be aware that when creating, providing, and implementing a curriculum, we should strive to make it simple and easily understood by newcomers so that they can learn efficiently.<\/p>\n
The learning BOX offers a large selection of content for different uses and purposes, and you can also review what you have learned in the form of quizzes.
\nBecause we are skilled at creating mid- to long-term curricula, many companies have adopted our services. Please register for a free trial.<\/p>\n
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