Methods of Training

Your future employer has loads of different ways to get you trained up properly. Apprenticeships are brilliant if you want to earn whilst you learn - you'll get hands-on experience plus college time to back up the theory. The best part? You're getting paid whilst gaining proper qualifications that employers actually value.

Graduate training schemes are perfect after uni and typically last one to two years. You'll rotate through different departments, which means you get to try out various roles before settling into one. It's like a proper taster menu of what the company offers.

Quick Tip: Most training methods have trade-offs between cost, time, and quality - there's no perfect solution!

The downside with apprenticeships is that you might make mistakes whilst learning (potentially embarrassing), and there's no guarantee of a permanent job afterwards. Graduate schemes can also end without a job offer, and companies invest loads of time training you only for you to potentially leave once you're skilled up.

Corporate Training and Work-Based Qualifications

Corporate training schemes are what companies use to upskill their existing staff. Think leadership courses, IT training, or customer service workshops. These can happen anywhere - in the office, at colleges, or with external training providers. The beauty is that your work quality improves and you'll likely feel more motivated.

Work-based qualifications let you gain recognised certificates whilst doing your actual job. It's incredibly practical since the training is tailored exactly to what your company needs. Plus, minimal disruption to daily operations.

Reality Check: Training costs money and time, so companies expect returns on their investment through better performance.

The catch? Work-based qualifications can drag on for ages when done part-time. Companies also worry about spending money training people who then leave for better opportunities elsewhere. It's a constant balancing act between investing in staff and retaining them.

Types of Training: Induction

When you start any new job, induction training is your first experience. It's basically your introduction to everything - office tour, health and safety briefings, meeting colleagues, and understanding company policies like holidays and sick leave procedures.

Good induction helps you settle in quickly and ensures you know the safety rules before you start properly working. You'll understand the company structure and who the key people are, which is massively helpful when you need support later.

Pro Tip: Take notes during induction - you'll be grateful later when you can't remember where the toilets are or who to ask about holiday requests!

The main downside is that induction takes time away from actual productive work. Companies have to accept that new employees won't be contributing much in their first few days whilst they're getting oriented and learning the ropes.

On-the-Job Training

On-the-job training happens right where you work, using several clever methods. Coaching pairs you with experienced staff who guide you through tasks step-by-step. Role play lets you practice tricky situations in a safe environment - brilliant for customer service roles.

Job rotation moves you through different departments so you build a wider skill set. Shadowing means following someone around for a few days to see how they actually do their job. Demonstration is simply watching then trying it yourself.

The massive advantage is that training is specific to your company's exact needs. Work doesn't get interrupted by people disappearing to external courses, and it's often cheaper than paying for outside training.

Watch Out: You might pick up bad habits from colleagues or struggle to concentrate with workplace distractions around you.

Off-the-Job Training

Off-the-job training takes you away from your workplace to colleges or dedicated training centres. This might be through day release, evening classes, or even distance learning programmes. Training centres are purpose-built facilities where you can focus entirely on learning new skills.

The quality is usually much higher since you're learning from proper experts rather than just experienced colleagues. Concentration levels are loads better because you're not getting interrupted by work phone calls or urgent emails.

Trade-off Alert: Better quality training comes at a higher cost and means less time actually working.

Companies worry about the expense of external courses and the productivity loss when staff are away. There's also the risk that employees learn skills that aren't directly relevant to the business, which doesn't give great value for money.

Staff Appraisals: One-to-One and 360-Degree

Staff appraisals are your annual performance review with your line manager. Think of it as your chance to reflect on achievements, discuss training needs, and set targets for the year ahead. If you've smashed your previous goals, you might even get a bonus.

One-to-one appraisals focus on your relationship with your direct manager. You'll review progress, set new targets, and identify what training you need for career development.

360-degree appraisals gather feedback from everyone around you - managers, colleagues, and even people you supervise. Everyone answers identical questions about your performance, giving a much more rounded view of how you're actually doing.

Confidence Booster: Appraisals are designed to help you improve and succeed, not to catch you out or criticise unfairly.

Benefits and Costs of Appraisals

Peer-to-peer appraisals cut out your line manager entirely and focus on feedback from colleagues at your level. This can give more honest insights since peers often see different aspects of your work.

Appraisals are brilliant for motivation because good work gets acknowledged properly. They identify exactly what training you need, help set clear targets, and create opportunities for promotions and pay rises. The professional discussions also improve relationships between staff and management.

However, appraisals are massively time-consuming when you've got lots of staff to review. Negative feedback can actually demotivate people, and some employees feel so much pressure during appraisals that they take on unrealistic development goals.

Bottom Line: Despite the costs and time involved, most successful companies see appraisals as essential for keeping staff motivated and improving performance.