Different companies approach training programmes in different ways. Here are a few examples:
A range of training and development methods
may be employed. For employees new to a company this may include a site induction and participation in a programme providing an induction to the company as a whole. A range of other methods may be used including mentoring, coaching, training courses (in-house and external), workshops, on-the-job training, attendance at conferences and meetings, e-learning and apprenticeships.
A learning centre
provides a variety of resources for both general interest and work related issues. There are advantages in offering learning outside the workplace. It means that employees get a flavour for learning something new which motivates them and it creates a "Learning Organisation" which:
Specially developed training programmes
can anticipate problems which could occur
considers the external environment
rewards creativity and initiative
are also used to both develop and appraise employees, such as The Caps Programme. In this programme both managers and employees pursue mutually agreed goals and objectives which are SMART (Specific, Measurable, Achievable, Realistic, Time-bounded) and linked to an action plan. The Caps Programme also brings the employee and supervisor together to talk about how they can improve their co-operation, communication and teamwork at the workplace.