STEPS TO CREATE AN EMPLOYEE TRAINING PROGRAM

Step 1: Identify the Job Role and Objectives

1. Define the Job Role:
o Choose a specific job role relevant to your field of Industrial Technology (e.g., Maintenance
Technician, Production Operator, Machine Operator).
o Clearly define the job responsibilities and daily tasks.
2. Set Training Objectives:
o Identify the skills, knowledge, and safety protocols that trainees should acquire.
o Formulate specific, measurable objectives for the training program. For example, “Trainees
will be able to troubleshoot common mechanical issues by the end of Week 3.”

Step 2: Conduct a Training Needs Assessment

1. Assess Skills Gaps:
o Research common challenges or deficiencies faced by new employees in the chosen job
role.
o Consult with industry professionals, review job postings, or interview plant managers to
understand the key skills required.
2. Define Training Content:
o Based on the needs assessment, determine the core areas of training: safety protocols,
equipment operation, troubleshooting techniques, etc.
o Break down the content into manageable modules (e.g., Safety Training, Mechanical
Systems, Electrical Troubleshooting).

Step 3: Develop the Training Program Structure

1. Decide on Duration and Format:
o Determine how long the program will last (e.g., 4 to 6 weeks).
o Choose a format that blends classroom learning, hands-on practice, and on-the-job training.
2. Create a Weekly Training Plan:
o Example Structure:
▪ Week 1: Orientation and Safety Procedures
▪ Week 2: Introduction to Machinery and Equipment
▪ Week 3: Mechanical Troubleshooting
▪ Week 4: Electrical Troubleshooting and Safety
▪ Week 5: On-the-Job Training
 ▪ Week 6: Final Evaluation and Feedback

Step 4: Design Training Modules

1. Create Content for Each Module:
o For each week/module, break down the specific topics to be covered (e.g., “Safety
Protocols,” “Lockout/Tagout Procedures”).
o Prepare lesson plans or teaching materials for theoretical learning (e.g., PowerPoint slides,
handouts).
o Design hands-on tasks (e.g., performing routine maintenance, troubleshooting common
machine faults).
2. Choose Training Methods:
o Use a combination of methods to cater to different learning styles:
▪ Lectures for introducing key concepts.
▪ Demonstrations to show machine operation or safety procedures.
▪ Simulations for practicing troubleshooting techniques.
▪ On-the-job training (OJT) to give real-world experience.

Step 5: Incorporate Safety Training

1. Identify Key Safety Concerns:
o Research the industry-specific safety concerns for the job role (e.g., electrical hazards,
machinery operation).
o Include training on Personal Protective Equipment (PPE), emergency procedures, and
accident prevention.
2. Design Practical Safety Exercises:
o Create simulations or drills for emergency situations (e.g., fire drills, machinery shut-off
procedures).
o Demonstrate and let students practice using PPE and other safety equipment.

Step 6: Develop Evaluation and Assessment Criteria

1. Create Competency Checklists:
o For each module, define what trainees must demonstrate to be considered competent (e.g.,
safely performing machine maintenance, troubleshooting electrical faults).
o Use practical exams or checklists to assess trainees' progress.
2. Design a Final Evaluation:
 o At the end of the program, conduct a final competency assessment where trainees perform
real-world tasks (e.g., troubleshooting and fixing a malfunctioning machine under
supervision).
o Provide feedback based on performance, highlighting strengths and areas for improvement.

Step 7: Build an On-the-Job Training (OJT) Component

1. Plan Real-World Scenarios:
o Organize practical tasks during the OJT phase where students can apply learned skills (e.g.,
maintenance of machinery, fixing operational issues).
o Ensure trainees are supervised and can get real-time feedback.
2. Assign Mentorship Roles:
o Pair trainees with experienced technicians or instructors who can mentor them during OJT,
guiding them through complex problems and helping refine their skills.

Step 8: Finalize and Present the Training Program

1. Compile Training Materials:
o Organize all developed materials: lesson plans, handouts, evaluation sheets, and safety
guides.
o Ensure each week/module is clearly structured and that instructions are easy to follow.
2. Create a Presentation for Stakeholders:
o Prepare a presentation outlining the training program, its objectives, key modules, and
assessment methods.
o Present the program to industry professionals, supervisors, or instructors for feedback.

Step 9: Implement and Review the Program

1. Pilot the Training Program:
o Conduct a trial run of the training program with a small group of trainees or peers.
o Gather feedback on the effectiveness of the training methods and materials.
2. Review and Refine:
o Make necessary adjustments to the program based on the feedback (e.g., extending certain
modules, adding more hands-on practice).
o Update the training materials as needed to improve clarity and effectiveness.

Step 10: Monitor and Evaluate Long-Term Effectiveness

1. Track Trainee Performance:
 o After the training, follow up with the trainees' progress in their actual job roles.
o Monitor how well they apply the skills learned during the training program.
2. Continuous Improvement:
o Collect feedback from trainees, mentors, and supervisors to continuously improve the
training program.
o Update the content regularly to keep up with new technologies, equipment, and safety
standards in the industry.

Rubric for Employee Training Program Development (100 Points)

Needs Improvement
Criteria Excellent (25) Good (20) Satisfactory (15) Score
(10)

The training program is The program is The organization is

The program is poorly
very well-organized with generally organized but inconsistent, making
1. Clarity and organized, and the
clear, logical steps and may have minor clarity it difficult to follow. /25
Organization steps are confusing or
easily understandable issues or Instructions are
missing.
instructions. inconsistencies in flow. somewhat unclear.

The content is highly The content is

The content is relevant The content is
relevant to the job role incomplete or
2. Content but could be more somewhat relevant,
and thoroughly covers irrelevant to the job /25
Relevance detailed or may lack but missing key skills
necessary skills and role, with minimal
some essential skills. or lacking depth.
concepts. mention of skills.

Practical tasks are There is little to no

The program includes Practical tasks are
included, but may not practical application,
3. Practical well-designed hands-on minimal and only
fully reflect the actual and the exercises do /25
Application activities that effectively partly connected to
job or may lack variety not connect to real-
simulate real job tasks. real job tasks.
in exercises. world job tasks.

Safety protocols are Safety protocols are Safety protocols are

Safety is somewhat
thoroughly integrated, present but may not be insufficient or
4. Safety addressed but lacks
with practical exercises fully integrated into all missing, with little to /25
Integration depth or practical
and clear instructions on aspects of the no focus on safety in
exercises.
safety measures. program. the program.

Total Score:

/100