Public employee training manual

From company mission statement and company history to company values, vacation policy, sick leave and employee benefits, a good HR company handbook should have it all. If you want to be able to answer these questions easily for your new hires, try AirMason Handbook Builder. Get beautifully designed handbook templates, create all the content in a jiffy by answering a few questions and easily share it with your employees using a link or as a PDF. Visit AirMason. Sign in. Log into your account.

Forgot your password? Password recovery. Recover your password. Enter your search query Culture Books. Culture Books Examples Handbooks. No employee handbook should be the same as another! Every company has different expectations and distinctions. You can use other company staff handbooks as a guide but not an exact replica. We at Lessonly want to help you and your company. Want to start building a training manual? We can help!

We provide resources for you to make an employee training manual. Do you need a staff handbook template? Image source: Giphy. Ready to train, enable, or coach your team better than before? Answer some simple questions to see if we're a match. This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.

Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings. A printed training manual takes unnecessarily physical space. Most likely, employees will cram it in the back of a drawer and forget about it. Paper waste is also another argument against printed manuals. On the other hand, a digital training manual can be enriched with many different types of content, like videos and animated infographics.

Using these, you can not only create more engagement than with plain text but, in some cases, communicate your message more effectively.

In addition, digital content is much easier to navigate, thanks to a clickable table of contents and the search function. For example, you could list your courses per category. Also, try to ease employees in, just like you would do during a face-to-face presentation. This means you should offer some background information first. For example, you can briefly discuss your company history and goals for the future, or explain why training benefits the company and employees alike.

Then, you can add the list of available courses. Inevitably, the biggest part of your training manual will be text. This is not a bad thing at all: text is very easy to skim when you need to find specific information. If you present each course with a video, for example, employees will have to take notes. Long blocks of texts, however, are the equivalent of long speeches—eventually, people will get distracted and stop paying attention. For example, you can use different colors and bolds in the headlines as you move from one topic to another.

Errors are bound to happen and to avoid that you need an employee training manual that not only guides the employees but also keeps the organization on track. As technology changes, you should keep an eye on your training objectives. What might have worked a year back may not work now. Work with employees and managers to set new goals for training. Based on the discussion, you can change the objectives and overall goals of your employee training efforts.

Relevant Read:- Learn about the new employee training checklist. An employee must be provided with the training roadmap and the benefits that they will reap. It helps them to get an idea about the importance of training and encourages involvement.

The manager's goal should be to assess the effectiveness of the training and its impact on the employee's performance. The objective should be to make your employees build upon their strengths and overcome their weaknesses. You should also include advanced skills for the promotion of the employee as an important objective in your training manual. If you prepare your workforce with advanced skills it becomes easy to internally promote an employee rather than spending huge sums of money on hiring new candidates and it boosts the career of your employees who understands the culture of the company.

Whenever you execute a project, transformation effort, change initiative, or even creating a training manual, communication and collaboration are the key elements that will help you to achieve success.

Creating an employee training manual is not an easy task. Understanding the requirement of each job function or role could be difficult while creating the manual. To draft a training manual properly, create a team that comprises of manual designer, writer, editor, and planning master.

Further, be open to collaborating with employees from other departments to get an idea about what is expected from the training manual and training program. Communicate your employee training manual ideas to the managers and leaders and take their input as well to create an effective one.

The last thing you want is the employees not getting benefit out of your employee training manual. The best way is to create customized training manuals for each job function. You have to build upon step 2 and understand the demographics, mindset, behavior, job role, function, background, and purpose of your audience.

Knowing this will help you to design a proper training manual that gets a higher engagement rate, improves employee performance , and reduces job errors. Further, you must know where the knowledge of your audience stands and for that, you can conduct a survey. Design your manual by considering the person with minimum knowledge. Doing so will help you create a manual that can be referred by anyone with even a bare minimum knowledge and everyone gets the benefit of it.

In Step 1, we defined objectives to serve the overall purpose. Here we are going to discuss the Milestones that an employee needs to achieve which helps to get towards that objective. Milestones help employees to know where they stand and give a sense of accomplishment. A goal of training could be to impart technical skills to an employee in a matter of 6 months but during that whole period employees might be overwhelmed and could give up.