Ryan's Door

Ryan Door

11/14/2015

To improve the training process at Ryan Door, it is crucial to start a formal process. Currently, the training is a not a structured process. If there is a current employee that is experienced he will train the new employee, however, if he is not experienced enough, the new employee will have to learn as he goes. On the job training (OJT) is the norm. Normally OJT is not a bad thing when it is used as part of a formal training program. The training at Ryan Door changes based upon who is available at that particular time and differs from person to person. What’s important to one individual, may not be considered important to someone else, therefore a critical piece of information will not be passed on to the trainee.

Next, the task force must determine what information is critical to the success of the company. This could be done by coming up with a list of training that is needed. Once this information is identified, a formal training process must be established for all new employees. Every new employee must attend an indoctrination and training within the first couple of weeks with the company. The new employee must attend the training session prior to being assigned to the production area. The task force must also determine which training method is the best way to deliver the training to the new employees, which will be the most effective and engaging.

Currently there are disagreements and arguing concerning Ryan’s ideas and those of the employees and supervisor. This is not a good culture for training to be effective. It is important that all stakeholders are on the same page for any training program to be effective. Therefore, the task force should observe the operation and consider input from all parties prior to implementation of any training strategy. Having a clear understanding of the strategic mission of Ryan Door will enhance the ability of the task force to implement a formal training process. Metrics can...