When you introduce new technology to employees, you can expect a bit of a learning curve. Each person operates at a different pace. Those who have a background in IT will immediately absorb the lesson. Employees who have no interest in familiarizing themselves with new software will have a more difficult time.
Organizations should consider this during Staffing Software Training. They should not expect everybody to benefit from a one-size-fits-all approach. It could end up backfiring when some employees become passive-aggressive because they feel they are being forced into doing something they do not like.
It could be overwhelming for management to handle the training process. They would have to take time out of their precious time, do some research, and make a presentation to ensure they do not bore their audience.
On-site and Online Software Training
Skills and knowledge enhancement is nothing new to each organization. According to the 2018 Training Industry Report, the average employee spends about 47 hours of self-development each year.
Meanwhile, companies spent about $87.6 million on external services and products, as well as payroll. They are also spending more–from $7.5 billion to $11 billion–on outsourcing the training process.
Acquiring new skills has never been as significant as it is now when you have a software innovation or a new app being introduced almost monthly. It is very hard for companies to keep up.
Fortunately, you can hire experts to handle Staffing Software Training. You have two options: on-site and online. You can practically search the Internet now and find experts near you to help you with onboarding.
Also, you can leverage technology to accelerate the learning curve for your employees. You have the option to do online courses or on-site practical training. Each option has its district pros and cons.
For instance, some employees learn quicker when they work with their hands. Others would not have any problem watching online tutorials and webinars to acquaint themselves with the new software. Again, you need to be sensitive to your workers’ capabilities.
Factors that will Dictate Your Software Onboarding
- Worker interest — As you might expect, an employee who is not interested to learn will fight back. You might have to decide whether or not to include them at all. On the upside, most software products do not need to be adopted across the board.
- Software complexity — Another factor to consider is the complexity of the software. When you need to do coding, for instance, the learning curve can take months. If it is a plug-and-play software, the employee would be familiar with most of its features in a matter of hours.
- Regulatory compliance — For healthcare industries, they are mandated to follow the strict regulations set in the HIPAA. The onboarding may take more time considering the consequences when they skip over vital steps in the process.
- Time — You should also consider the potential disruption the training may cause to your operations. Will you close for the day while you bring in the experts for the workshop? Will you ask your employees to come on a weekend for the training? Regardless of pace, those who spend more time trying to learn all the features will be ahead of the curve.
In conclusion, your primary objective is to reduce training friction to zero. The only way to do so is to outsource skills-enhancement to outsiders who possess the necessary skills to transfer knowledge even to the most recalcitrant employee. As an added benefit, the workers will also take the training seriously rather than listen to their friend Bob from IT whom they see every day at the office. As a result, you save on time and money.
