Employee training should be a part of every new worker's orientation process, but some tasks may also need to be re-taught to current employees to get them up-to-speed on new policies, the Houston Chronicle reports.

Training should provide workers with a "clear understanding of policies, job functions, goals and company philosophy," the news source notes. This should hopefully lead to increased motivation, morale and productivity, and in turn, greater profits for your business.

Prior to beginning the training process, you should determine who is leading the sessions. If you own a small company, you might be tasked with this responsibility, but if you can afford a professional trainer - especially one with an upbeat attitude - it could make all the difference.

"Anyone can learn systems, but if you don't have someone who is truly passionate about transferring that knowledge to eager minds, your training is going to be subpar," Peter Riggs, vice president for quick-service sandwich chain The Pita Pit, told Bloomberg Businessweek.

If you're running the sessions on your own, Riggs suggests learning each attendee's name and some information about them prior to beginning, and to greet everyone by name to establish familiarity. By attempting to show how much you care about the trainees, you will make them more likely to care about what you have to say.

However, before beginning the sessions, the Chronicle points out that training goals need to be defined. For example, goals could include identifying weak areas such as time management or conflict resolution. Also, assess both short and long-term goals and determine what specific training processes will help develop those skills.

Also, make sure you separate employees based on the expected beneficiaries of each module. For instance, company policy sessions should be mandatory across the company, but skill-based training should only be offered to workers who will be directly affected by the results of the session.

Keep organized by using a spreadsheet program that lists individual training modules. This will help avoid confusion about dates as well as tedious emails asking who has completed what session.

During implementation, schedule the most pressing topics first, because workers are more likely to attend these and be engaged in what's being said. You can maintain their interest by using multimedia tools beyond basic PowerPoint presentations and whiteboards, with videos, quizzes, games and even real-life role-playing scenarios.

Once completed, funnel feedback about the sessions through an employee feedback form. Use the comments and opinions to determine effectiveness and to modify training modules for the next time.