During a conversation yesterday I was told that a group of new hires (for which I’ve been charged with developing a process training program) has just started their orientation and training this week. When I heard what they’re being put through … I felt pity for them.
Bear in mind that these are new hires – never having been with the company and so do not know anything about its culture or values other than what they may glean from seeing TV commercials. And these folks likely have not worked in this particular industry segment, which is heavily regulated and can be quite technical in its use of terms.
Here’s what they’re subjected to … all of this is classroom-based, by the way …
A full day of “orientation training”
Two days of job area foundational training – where they learn the basic concepts and principles of the job function for which they’ve been hired
Two days of compliance training (at least two days – maybe more) – that goes through all of the federal and state rules and regs that govern this industry segment, which are many
One or two days of systems training where they are (ahem) taught how to use all the different systems that are part of their job function … there are approximately 6 different systems … although not everyone uses all the systems, the new hires will probably have to learn about 3-4 of them
A full day of process training where they are to learn all the “how to do such-and-such” for their job
And all of this is tossed to the new hires (poor guys!) in one to two weeks … and then they’re let loose on the job.
A significant difficulty is that the client group (who are the ones responsible for developing the so-called training plan and for contracting me and other trainers) truly believe that this is how new hire training should be handled. As the sponsors of all this they are adamant they’re doing things properly … which makes me think that they themselves are under some kind of unrealistic pressure from higher up in the organization. As much as we ID-ers have consulted with them and nudged them to consider how ineffective this training approach is, the sponsor group has not wavered from their original plan.
To me this plan is so much like schooling and less about training anything …
It makes me wonder …
Why would anyone think that throwing all this information all at once at a learner is any good at all?
What makes anyone think that this is the best training plan/approach for a new hire?