Overview: Even the most seasoned workers, vigorously recruited and promptly hired by organizations, will need to undergo on-the-job employee training and development. This is particularly true for supervisors and managers, who require a profound knowledge of internal processes and procedures not only to guide subordinates in the fulfillment of organizational goals, but also to minimize any liability arising from a notable departure from regular procedures. Such departures lead to inconsistency and, ultimately, potential unfairness (whether perceived or fact-based) within the organization.
On-the-job training is an indispensable part of an employee's professional development. Therefore, employers should focus on training throughout an employee's life cycle. Specifically, an employer should have an organized plan for a new hire on his or her first day, including scheduled training for internal processes, antiharassment and any required safety training. In addition, on-the-job training should be provided throughout an employee's career, including shadowing a supervisor or other employee in order to acquire new competencies necessary for career growth.
Trends: Employers in a global marketplace must contend with challenges in providing consistent and uniform on-the-job training to new hires and current employees. A number of employers have chosen training software vendors that emphasize a centralized approach for certain internal procedures, while remaining easily customizable based on local tastes and priorities.
Author: Marta Moakley, JD, Legal Editor
Updated to include amendments to sexual harassment training law, effective November 1, 2017.
President Donald J. Trump has signed an Executive Order that calls for an "empirically rigorous evaluation" of current apprenticeship and workforce development programs. Employers would have greater discretion in designing these job training programs under the new directives.
The US Department of Labor (DOL) has issued a final rule that updates equal employment opportunity (EEO) requirements with respect to apprenticeships. Current protections are expanded to include disability, age, genetic information and sexual orientation.
An employer may use this checklist to ensure their safety training program is adequate. While safety training necessities will be different for every employer, there are some steps that all employers should consider.
This briefing for supervisors examines the law and best practices for complying with the Americans with Disabilities Act (ADA).
In-depth review of the spectrum of Tennessee employment law requirements HR must follow with respect to training and development.
This How To details the steps an employer should take when conducting a training needs analysis.
An employer may use this form to document the completion of a training course by an employee. Whether internal or external training methods are used, training employees affords an employee an opportunity for growth and further develop their job skills.
This How To details the steps an employer should take to train employees for dangerous jobs.
An employer may use this policy as a proactive tool to help set a framework for the methods and reasons employee training is provided. Implementing a Safety Training Program teaches employees to recognize and avoid dangerous situations in the workplace while ensuring the employer is in compliance with Occupational Safety and Health Administration (OSHA) regulations.