Companies are becoming more formal regarding utilizing employees for teaching new hires, instead of relying on outside training. The article mentions several benefits to this approach including increased employee morale, better talent identification, enhanced high-potential employee leadership development, improved companywide communication, higher employee retention, and lowered costs. New employees seem more eager to learn from someone who is immersed in the day-to-day activities of the company, and it gives the training itself more credibility.

HR professionals need to decide what should be taught be employees and what should not. The most common employee-led classes include information technology, finance, leadership development, and performance management. Conversely, classes that might be better suited to outside experts include legal compliance training, sexual harassment training, and effective speaking – basically any course that is not specific to the company.

The first step in selecting a suitable teaching employee is to understand the employee’s skills, area of expertise and personality. Many employees are drawn to teaching because it boosts their standing within the company and increases networking opportunities. Additionally, some employees already teach elsewhere as faculty members. It’s important not to focus solely on knowledge level since not all experts are effective teachers.

When preparing employees to become teachers, HR professionals should adhere to the following guidelines: (1) Let employee teachers develop the curricula. The goal is to have the employees internalize the information and transfer it into their teaching style. Some companies also encourage the employee to practice a run-through in his or her department. (2) Train the trainer. Begin several weeks before the class and help employees conduct research and obtain materials. Companies often utilize team teaching for optimal results. (3) Provide complete administrative support. This includes everything from making photocopies to scheduling equipment. The room should be ready when the employee arrives. (4) Recognize the teachers. Recognition can be in the form of compensation (money or time off), or simple thank-you gifts or a luncheon. Additionally, positive performance reviews are an effective method of gratitude.