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Adopt a Data-Driven Human Capital Development strategy from on-boarding training

2019.12.13
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6 min read

In this article, find out: 

  1. What is the purpose of training new employees?
  2. What are the three points for designing successful training startegy?
  3. Making ability clear through training design from the start
  4. Clarify Missing Points

1. What is the purpose of training new employees?
Training contents will differ depending on the objective and the purpose. Although there are many types of training programs covering many subjects and employee groups, in this article we focus on newly hired employees.

The most important goal of training is to focus on purpose. Unlike experienced employees in your firm, prospective employees have no experience working in the company’s culture, and therefore can be molded. Most of these new hires will not possess much knowledge or experience regarding unique behaviors, skills and ways of working with colleagues at the company that every employee needs to acquire in order to be successful.

Considering the universal nature of employee onboarding training, most companies will ultimately have similar goals, but it can be difficult to design contents for such training programs. There may be many companies outsourced to create and execute such initiatives. 

However, how do you develop necessary competency training for your company? For new hires who do not possess specific industry, sector or function-specific knowledge nor experience, developing the right training program can be a monumental task towards cultivating your company’s future talent pipeline. 

2. What are the three points for designing successful training?

 There are three major points to designing effective training

  1. Understand the abilities and competencies which are necessary for your workplace
  2. Know the abilities missing from your new employees
  3. Figure out the best approach towards fixing skills gaps.

While point III. is an obvious aspect of designing an effective training initiative, points #1 and #2 are often overlooked. If these two points become overlooked in the training design process, ultimately there are many cases which demonstrate that the training program will fail to accomplish its objectives. 

3. Making ability clear through training design from the start
 

Why should HR build training programs with an emphasis on initial assessment? 

When designing the elements of a training program, it is essential to clarify what are the critical competencies that will determine an active and successful career in the company. Although this can be said to be true in academia, sports and other disciplines as well, failing to define the link between key competencies and position achievement will have a long-term negative impact on the company bottom line. 

Moreover, since oftentimes it is common that HR officers do not possess first-hand functional knowledge or experience, oftentimes HR will conduct many employee hearings and listening sessions in order to figure out what competencies are the most important for organizational success. Obviously, it cannot be underestimated how important it is to listen very closely to the needs of employees who work directly in the field. However, this information is subjective and based on only a singular individual’s opinion, so it is essential that great care be given to dealing with such information. Rather than basing analysis solely off these first-hand accounts, it is beneficial to balance these subjective accounts with objective, data-driven information which can be achieved through integration of a digital HR assessment tool into existing processes. With this, we can analyze active human resources and objectively clarify necessary capabilities. 

4. Clarifying Missing Points 

Next, HR must discover which core abilities new employees lack and which competencies need further development. For the entire training target audience, it is necessary to clarify some factors that are missing among the above three points.

Also, naturally there are differences in competencies and desirable abilities between individuals. Since one of the pros to designing a new hire training program is that it can be applied to a large group of people simultaneously, it is not realistic to design a custom-made training solution tailored to each individual’s deficiency every time, otherwise the labor and cost will become too high. 

However, even though many people think this approach is not realistic, this is not a reason to avoid clarifying competency/skills gaps. Even though the training contents are the same,  if a person who gives feedback to a trainee such as a mentor knows the shortage point of each individual, there will be many cases where improvement is made by devising points and feedback methods.

Why not measure it with a reliable assessment tool such as GROW360 rather than spending much time and labor to find one’s deficiency point sensibly? 

By simply designing training based on points 1 and 2, it will be easier to measure the effect on members involved in the training and therefore the company will be able to realize consistent management. 

Even in the world of body makeup, diet and sports, capacity development in data driven improvement solutions has become common place. Why do we not try to challenge the scientific approach on people, too?