| A learning management system is a time efficient | | | | typically very flexible and can be changed as per |
| way for training. Most companies train their new | | | | the needs of the training. The system you choose |
| employees for the sake of it. Often a new | | | | should allow lectures, demos and presentations, so |
| employee carries away nothing. It usually is a | | | | much so even the senior colleagues can |
| great waste of time and the new employees' | | | | participate in a training class or two adding a |
| spirit could end up being dampened after the | | | | personal touch to the whole program. This kind of |
| prolonged boredom. This might come in the form | | | | training program could be tailor made according to |
| of lot of notes given to them. The new joiners | | | | the rank and position of the joiner as the |
| who are expected to study these and understand | | | | information could be easily managed. |
| the intricacies of the firm and its work hardly find | | | | The online training program could also enable |
| anything interesting about it. This also goes to | | | | many new joiners to participate on blogs, |
| show how disorganized the workplace is and the | | | | discussion forums and the wiki. This would create |
| fact that time is not being valued. | | | | in them a sense of participation, team work and |
| A bad training program, where the onus is entirely | | | | understanding each other's view point. So, the |
| upon the nervous new joiner could be due to lack | | | | new joiners learn and at the same time gel with |
| of proper schedule or planning ahead of the joining | | | | their colleagues. It is a good way to train them in |
| date of the new employee. It could also be | | | | communication too. Employees can also touch |
| because of the scarcity of experienced colleagues | | | | base with their superiors, at the end of the |
| who could walk through the notes and help out | | | | training program. Some of them could give a |
| the new joiner. Invariably, this kind of a casual | | | | presentation for example, of whatever they have |
| training at the beginning of a relationship hardly | | | | learned, thus enabling others to judge the |
| augurs well and the employee might soon feel | | | | effectiveness of the program. This would also be |
| helpless and the lack of proper guidance and | | | | a good opportunity for the new joiners to interact |
| nurturing. What is worse is that some of these | | | | with the team and display their grasping ability. |
| notes might be really old and outdated showing | | | | Quizzes or mini exams online could also mark the |
| lack of importance given by the firm to the | | | | end of the training program. The online learning |
| information floating around. | | | | management system could be customized to |
| A good way to organize learning and training for | | | | enable a quiz at the end of the training, in |
| the new joiners without compromising the time of | | | | whatever topics were covered and probably send |
| the existing senior employees, is by having a | | | | the results to the superior. This could act as an |
| proper online training management system | | | | incentive or motivation for learning too. Online |
| complete with user friendly tools. These tools are | | | | training could hence be a very powerful tool. |