Experienced trainers use a Vert Shock Review variety of training aids throughout their training programs. These include models, simulations, diagrams, mnemonics, reminder cards, templates, and so on. All of these are designed to assist trainees in the learning process. However, learning does not finish at the conclusion of the training program. In fact, for some training programs, work quality and efficiency will actually worsen immediately after the training. This is normal as employees stumble in their first applications of the newly learned skills.
Unfortunately, at this point, many managers give up and either overtly or covertly discourage further employee practice and experimentation. By providing and encouraging the use of job aids, you can help ease the anxiety felt by employees and get them up and running more quickly. Many training aids that are used during training are ideal for replication in the work environment. Think of these job aids as a way of extending the training room into the workplace.
Implementing job aids is especially useful when the task is complex, performed infrequently, carries high risk or uses an extensive or changing knowledge base. On the other hand, do not implement an on-the-job aid if the employee is required to perform the task automatically, without conscious deliberation or assistance.
Below, I have categorized ten types of training aid that you can usefully export from your training program. I have also included examples from previous programs that I have conducted or have seen others use successfully. If you see a job aid that you feel could be useful and it is not currently used in your training program, then make it so. You could even turn the creation of the job aid into a learning experience itself. At a suitable juncture in your program (following a theory session, for example), lead participants into an exercise in which they create the aid that they will use in their own workplaces.
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