Pub. 7 2018 Issue 1

January 2018 15 l e a d i n g a d v o c a t e f o r t h e b a n k i n g i n d u s t r y i n k a n s a s Teach the company’s culture After new employees are hired, teach them about the organization’s culture. This includes explaining the dress code and behavior expectations so these new hires, fresh out of college, understand the importance of business etiquette and its impact on career development. This group of employees needs guidance on what constitutes business etiquette and benefits from examples of how to greet people and how to appropriately communicate by phone, letter and email. Don’t forget to cover how new hires should conduct themselves in a variety of situations, including when eating meals with clients and colleagues. Spell out role responsibilities In order for new employees to meet the organization’s objectives, they need to fully understand what is expected of them. Their job description should clearly state all the components of the job, as well as be flexible enough to accommodate additional tasks that come up on the fly. “Managers need to clarify their priorities and provide expectations of what job duties need to be completed and by what date,” Carlin said. Identify skill gaps Even if a finance or accounting major is hired, it is likely the new graduate arrives with skill gaps. The best way to find these gaps is by administering a diagnostic skill assessment. This helps measure competency across the organization so an employer can take steps to remediate skill deficiencies. For example, a credit skills diagnostic assessment can show where gaps exist in areas such as financial analysis, the credit management process, risk mitigation and commercial and consumer lending. Provide training through e-learning Once the skill gaps have been identified, it’s time to fill them with on-target training. With the rise of on-demand content and digital devices in schools, this generation is highly comfortable with online courses. Today, organizations can choose from a wide array of learning programs, including approved pre-licensing and continuing education programs, accredited course content, exam prep tools, publications, e-books and customizable learning management systems — it’s just a matter of finding the right methods for the company. Hands-on training is also key. An excellent way to reinforce training is to offer rotations. By spending time in areas such as operations, branches, corporate and retail, new hires can experience what happens in all aspects of the organization. Reinforce training with practice Immerse people where they can practice and hone their skills away from customers. A huge benefit of e-learning is that it provides the ability to role play. That enables new hires to try out skills and do it in a place where it’s OK to make mistakes. This is especially important for employees in client-facing positions. “One mistake most of us make when we hire someone is we put them in front of the customer too quickly,” Hubbard said. “Instead, we need to be confident that when that person is in front of the customer, they’re ready to be there.” Mentor employees Employees will lose up to 83% of what they learned in training if it is not reinforced. Regularly scheduled coaching shows new hires the organization is serious about ensuring employees retain and use the skills they were taught. Regular check-ins with a coach provide crucial accountability. The right training makes a world of difference to both the organization and employees. It helps new hires feel like a valued part of the organization – and gives them the tools needed to be a success in the new job. OnCourse Learning Financial Services is a full-service education and reg- ulatory compliance provider in the banking, credit union, MSB, mortgage, insurance and gaming industries. To learn more about how OnCourse Learning can help your organization remain compliant, please email Craig Johnson or by 803.238.1010 KRIS MONTIONE Advertising Sales 727.475.9827 or 855.747.4003 kris@thenewslinkgroup.com WORDS.