How effective is your office administration training and development program?

Regular training should be done to keep up with the ever changing corporate world. This allows trainers to focus on each and every area that has a gap in it. Once in a while training is good but it does not cover all aspects, there will always one area short.

It is very important to provide good training for your company people . Prepare classrooms and keep them properly set up. Create٫ review and disseminate training material٫ such as instructional notes, and make them familiar with the company policies and standards .

The saying "your car is as good as it's engine" is the epitome of what any organization is with its administrative staff. The admin staff are the engines that ensure that operations are a smooth sailing and organizational productivity and cohesiveness is kept at its peak. Organizations should provide methods where admin staff is not exploited or abused by other staff members as they can be seen as all rounders. Such platforms can enable a sense security and confidence when staff members are doing their work and ultimately produce the best effort and results in their work. I have also learned that having a good understanding of what others do and how they feed into your work and vice versa is helpful in terms of the workflow efficiency.

The effectiveness of our office administration training and development program hinges on a thorough needs assessment. We begin by identifying specific skill gaps and performance challenges within our administrative team. We gather input from employees, managers, and stakeholders to ensure a comprehensive understanding of their needs and goals. This assessment informs the design and delivery of tailored training modules, workshops, and resources. Continuous feedback are allowed or accepted to measure progress and adapt the program as needed. By regularly evaluating our training program against organizational objectives, we ensure its effectiveness in addressing our unique office administration needs.

Compliment your team when they have done well and also make them feel free to talk to you and to be aware that their ideas are acceptable. Be observant to each and every one, make sure they all know how to do the job and not rely to some special individuals. Exchange tasks among them so that you can see who lack what so that you can assist with training as you review their performance.

Office Administration Is A People Understanding And Handling Skill. It Is A Skill Requiring Tact And Understanding Of The Persons You Are Dealing With. At My Last Job, I Undertook This Work And It Was Not Easy. Dealing With Stubborn People Required A Calm And Objective Approach To The Situation. It Required Me To Get Into The Mind Of The Person I Was Dealing With And See The Problem From His Or Her Point Of View. Then Coming Up With A Solution He Or She Could Understand And Accept So The Person Could Do The Work Assigned to Them As Was Required Willingly. I Believe All Office Administrators Should Read How To Win Friends And Influence People by Dale Carnegie.This Book Is A Must Read For Your Work

The content should be well-structured, up-to-date, and presented in a format that suits the learning styles and preferences of the participants.

Buddy shift , job shawdowing has been often effective and the training should not just be one time, it should be continuous. There should be constant handholding after the training because the actual learning and engaging only starts once the training is over and one is on it own in the field. So we should expect several trial and error but we can minimize this by developing manual book for reference. Additional feeback from staff themselves and relevant stakeholder involved would help mitigate the mistakes and help improve the next training methodology and content.

The trainers or facilitators should be knowledgeable, experienced, and skilled in both the subject matter and the art of teaching. They should also be able to adapt to the needs of the audience.

The evaluation of training should encompass not just baseline surveys but also observation, 360 degree survey to see the results. The outcome and results should be realistic and should take environmental factors which might impact the way of learning and practising. Performance and productivity must also include the attitute towards the learning and work. A positive attitute goes long way.

My office administrator was able to excel to two position later on base on the training achieved from the institution. He became Hr assistant and later became dispatch officer.

Most training for administrators is very basic, and it is good to go back to basics, but specialized training is needed depending on the industry's needs.

In my experience I Noted that trainers get overwhelmed with feedback and struggle to fit all that in the gap, as a result they still remain with cracks. I feel it is important that closing the gap should be treated as a continuous process hence allowing the gap to close gradually by noting feedback step by step.