What does it take to bring a new person into a company and get them up to speed on all their responsibilities? In large measure, the answer depends on the industry, particularly in organizations that focus on business-related, for-profit operations. There are as many kinds of training plans, programs, and systems as there are managers. Every department head or human resources chief has their own favorite strategies for quick, efficient onboarding.
In real estate, workers who have just passed the mandatory exam can work for an agency or go into business for themselves. Where formal training programs exist, they tend to be based on a mentorship arrangement. However, in the transportation sector, fleet supervisors oversee a highly technical format that uses digital solutions to coach inexperienced drivers in real-time while they’re on the road. Brokerage firms, financial institutions, sales companies, and dozens of other disciplines come with unique teaching methods for new hires. See which techniques are best suited for your area of expertise.
Real Estate
The training process in real estate is a mixed bag of self-education, learning mistakes to avoid, in the field coaching, mentorship, and similar tactics. The typical job candidate at an agency has just completed the state mandated coursework and passed an examination. From there, the person has several options. One is to work alone as a house flipper or independent contractor.
In some states, however, it’s necessary for all real estate school grads to work under a licensed agent for one year to gain real-world experience. Once that stint is complete, it’s up to the candidate to decide how to proceed. Most choose to sell on their own under the auspices of a larger, well-known organization with whom they split their commissions on each sale. Larger real estate agencies offer structured mentor programs for promising candidates.
Transport Fleets
How do fleet supervisors help train drivers via telematics and other digital systems? In the modern era of transportation, vehicles represent a hybrid tool. The primary operator is the driver, but interactive high-tech programs play a significant role in how and where every fleet vehicle goes. While telematics solutions delivers multiple benefits, one of the most important is increased fuel efficiency. With interactive video and audio connections with every company driver on the road let fleet managers take part in coaching and encouragement sessions whenever they feel the need.
Depending on the make and model of the vehicle, road conditions, the type of load, the weight of the cargo, weather conditions, and other factors, the desired MPG (miles per gallon) rating constantly changes. Digital programs like telematics give supervisors an easy way to communicate with drivers. Likewise, the systems include display screens that do their own kind of coaching. Colored circles let drivers know if they are driving at the right speed and staying on route. The result is optimized fuel efficiency and a higher probability that the shipment will arrive on time.
Brokerage & Financial Services
Securities brokers and banking employees undergo thorough education, testing, and on the job instruction to bring them up to productivity levels within a year or less. A typical brokerage firm will pay for new hires to study for and pass the Series 07 examination as a first step. From there, new brokers usually train under the guidance of a designated team member for several months before venturing out and taking on their own clients.
In banking and lending institutions, the early months of a new worker’s orientation are taken up by in-house classes, seminars, and on the job assessments based on the needs of the particular organization. There are no standard methods for teaching new brokers or entry-level bankers, but companies use individualized programs that tend to impart all the necessary knowledge to newly hired employees.
High-Tech Sales
Sales professionals in computer and other high-tech industries undergo extensive training regardless of their technical backgrounds or educational levels. Tech giants like computer and chip manufacturers put their new sales team members through year-long on the job training processes. Some corporations prefer to use mentorship, in the field techniques, while others prefer formal classroom training.
It’s challenging to teach people how to sell, but when the products are highly complex software systems, hardware items, and ancillary devices, knowledge is half the battle. Typical tech educational programs last a year or more, depending on the product, geographic market, and other factors.
