The retention rate of new graduates is poor; changing the training method led to dramatic improvement!

basic information

Proposal for Solutions: Review of Educational Methods and Strengthening Career Support To improve the retention rate of new graduates, it is effective to review educational methods and strengthen career support as follows: ● Combination of OJT and specialized training: By providing a balanced mix of practical experience and foundational knowledge, we deepen understanding of the work. ● Utilization of video manuals: Using visual materials enhances comprehension and allows for repeated learning. ● Clarification of career paths: By providing a clear image of future growth, it helps maintain motivation. ● Regular feedback and mentoring: Through support from supervisors and seniors, we aim to alleviate anxiety and promote growth.

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Implementation Steps: How Companies Should Proceed STEP 1: Understand Current Issues Clarify the reasons for new graduate employee turnover and educational challenges, and establish a direction for improvement. STEP 2: Reconstruct the Educational Program Develop a training program that combines on-the-job training (OJT) and specialized training, and prepare educational materials such as video manuals. STEP 3: Strengthen Career Support and Follow-Up System Clarify career paths and support the growth of new graduate employees through regular feedback and mentoring.

Price range

P3

Delivery Time

Applications/Examples of results

Introduction of a Success Case: A Company That Improved Retention Rates by Revising Its Educational Methods In a certain small to medium-sized manufacturing company, the turnover rate of new graduates within three years was at a high level of approximately 35%. To address this issue, the following initiatives were implemented: ● Reconstruction of the training program: A development program combining on-the-job training (OJT) and specialized training was introduced. ● Introduction of video manuals: Work procedures were demonstrated in videos to enhance understanding. ● Clarification of career paths: Career steps from the first year to the third year of employment were clearly outlined. ● Regular one-on-one meetings: Regular meetings with supervisors were held to share concerns and anxieties. As a result of these measures, the turnover rate within three years decreased to about 15%, significantly improving retention rates.

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