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If you ask anyone in any company why their organization has a training and development program, you will probably be met with a look of confusion—obviously the purpose of T&D programs is to provide employees with the learning experiences necessary to perform their jobs at the highest level possible. In his SlideShare presentation “Putting MOOCs to Work,” Josh Bersin identifies seven ways companies are using MOOCs, starting with identifying and training new hires all the way through to customer relations and facilitating innovation. Organizations are currently having major problems finding and retaining qualified employees. MOOCs offer a way for companies to build talent pipelines by collaborating with MOOC providers both to design curriculums and to identify top students. Through these types of programs, companies can announce job openings, identify promising new talent, and offer special courses and products to select students. After identifying new employees via MOOCs, companies can also use the courses for onboarding.
As interactive digital learning environments, MOOCs can provide ways for companies to onboard new hires quickly and regardless of where in the world they are located. The most high-profile example of a company using MOOCs for onboarding is McAfee, which used a flipped classroom model to decrease the time and cost associated with its new hire orientation program, which before the switch required more than 80 hours of training, including pre-work, intensive onsite training, and post-work. Labeling MOOCs as just a new format for training and development misses the full potential of the courses. Bryant Nielson – Managing Director of CapitalWave Inc.– offers 25+ years of training and talent management helping executives, business owners, and top performing sales executives in taking the leap from the ordinary to extraordinary.
For the prior 4 years, Bryant was the Managing Director and Leadership and Talent Manager for Lengthen Your Stride! Bryant has over 27 years of Senior Management experience encompasses running his own Training and mortgage firm, in New York City. He strongly believes that the corporate training is not to be static but should 'engage and inspire' students to greater productivity and performance. With completion of the training program, these individuals supplemented their knowledge of cattle reproductive anatomy and physiology, synchronization, heat detection, semen handling, artificial insemination, and dairy and beef genetics. Genex is a subsidiary of Cooperative Resources International (CRI), a member-owned holding cooperative.
The restaurant industry has a high turnover rate, and managers constantly have to hire and train new employees. With many restaurants focusing on utilizing mobile or tablet POS systems for their business, it is essential that restaurateurs take more time to devise a training plan for new employees to learn how to use these devices properly and deliver the level of customer service that is expected of them. Techniques – Learning the proper ways of holding the POS so that they are able to input orders while maintaining a high level of attention to their customers. Functions – Learning the screens and functionality to easily find food and drink menus, payment screens and more.
Processing Payments – how to process payments from cash or card on the device itself in a timely manner. Troubleshooting – How to correct errors before submitting orders or payments, refresh pages for more accurate data, what to do if the device freezes or crashes, etc. Before a new employee hits the ground running, you should set them up with a few scenarios and spent a lot of time practicing on the device until they start to feel more familiar with it.
In this instance, it is important for management to create and provide training manuals for the staff to take home.


Once your new employees are familiar with the functionality of the POS system, it is time to get them on the restaurant floor and on the path to becoming great servers.
Management should be constantly encouraging their employees to develop their skills further than the basics, so don’t stop training once your new employees are ready to go. Our goal at RMagazine is to keep readers engaged, informed, and up-to-date with critical restaurant and retail headlines, changing practices, and emerging technologies. Sharepoint employee training management template, From setting up training courses and organizing events to obtaining feedback, everything is covered by this template for sharepoint 2010 and 2013..
In this article, I’ll explore the first two uses: building talent pipelines and on-boarding new employees. The challenge to building talent pipelines comes in two forms: 1) there is a widening gap between the skills companies need and the skills job candidates have and 2) employees are no longer staying at the same company for the duration of their career.
Both Coursera and Udacity have career placement services through which companies can connect with top students.
The Open Education Alliance is a consortium of tech companies including Google, Autodesk, and AT&T, who in partnership with Udacity develop curriculums and project-based learning tracks, and have pledged to hire students who successfully complete them.
In a December Harvard Business Review article, Jeanne Meister identified MOOCs as one of the top three social media tools companies are using to find job candidates.
The process of onboarding typically lasts for about 90 days and can include everything from formal training courses to job shadowing, mentoring, and so on. Because once a MOOC is developed, the marginal cost of adding learners is essentially zero, this method can be particularly beneficial for onboarding a large number of employees all at once. According to the company, the new format resulted in not only cost savings, but also significant increases in sales productivity. Jeanne Meister had it right in her article for Harvard Business Review—MOOCs can be considered a form of social media.
Being a big believer in Technology Enabled Learning, Bryant seeks to create awareness, motivate adoption and engage organizations and people in the changing business of education.
The template is provided by Microsoft for free and you can download it if you need to make a presentation about new employees training.As son as you download the template you will realize that it is well organized using sections and chapters in PowerPoint.
Also completing the training was sire production intern John Benner, a recent graduate of Virginia Tech. The training emphasized skills and capabilities necessary for these individuals to provide complete cattle reproductive services that enhance Genex members' ability to maximize farm profits.
One of the best ways to keep your turnover to a minimum is to invest in the best POS (Point of Sale) system available for your business, and focus on training your employees to the best of both your and their abilities so that they don’t become frustrated or stressed out quickly, and end up quitting as a result.
However, this approach can be hugely detrimental to those who take a little longer to learn and would benefit from more time and develop their skills and knowledge.
Growing their confidence is the first step to getting a new employee ready for their first service, and it will serve the business and the customers a lot better if they have had some experience before they go out on the shop floor. They can read up on the many features that the POS systems have to offer and familiarize themselves with the devices while they are away from the restaurant. It is a good idea to pair them up with experienced colleagues at first, so that they have somebody with knowledge and experience to help them with any questions or issues.
Even if all of your employees are more than competent using the POS system and with its processes, continue to re-test their knowledge skills to make sure that it is fresh in their mind.


The RMagazine team prides itself upon creating outstanding content that has the ability to influence C-level executives, operators and mid-level management; targeting those looking to boost their bottom line while improving the customer experience. In fact, they aren’t staying very long at all—in the United States, employees work for the same company on average for only four years.
For example, company-sponsored MOOCs are available for learning both SAP and MongoDB, and AT&T is sponsoring Georgia Tech’s $6,600 Computer Science MOOC Master’s program. And students are starting to respond—the Open Education Alliance’s first programs were sold out prior to their launch in late January. The benefits become even more striking when the employees are spread across different departments, locations, or even countries.
As such, they provide ways for companies to interact with potential employees, long before any hiring decisions are made. Additionally, this approach doesn’t necessarily translate to a good customer experience either, as customers expect a fluid service even if their server is new or still in training. Management can keep tabs on their trainees’ development by asking questions during training and test their knowledge on a day-to-day basis.
Once they are settled, there should be a plan of action in place to monitor the progress of new employees so that you can help them develop their skills and expertise and make them confident and assured members of your team. Just like the technology itself, training is an evolving process, and there is always something new to learn. But these are not your traditional training courses, and as massively open digital learning environments, they are proving to have applications way beyond employee training and development.
This presents an additional challenge as many companies report it takes between three and five years for even a seasoned employee to become fully productive.
According to the Center for American Progress, the cost of replacing employees ranges from 16 percent of annual salary for those making less than $30,000 to more than 200 percent for those in highly paid positions like executives.
The next article in this series will explore two uses of MOOCs that are probably more familiar: self-directed development and workforce training. Bryant’s business career has been based on his results-oriented style of empowering the individual.
This will keep them on their toes and ensure that they continue to learn the tools of their trade. If you continue to do this, your new employees are likely to stay with your business for a long time.
Especially since employees may stay with the company for only four years, organizations can benefit significantly from cutting costs and increasing efficiency in their onboarding processes.
This immediate interaction can promote social engagement and, with any luck, reduce the chances they will jump ship early on in the process.
According a recent study, a majority of UK companies are failing to adequately identify and fill even the positions most critical for their success.



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training employees in new technology



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