Look at the training materials, and look up every word in them. research until you can give an example of how everything is used.
There are probably old time finance people running the company ir advising it. Find out what they did back in the day and look at things from that point of view.
I'm talking about finance, and not the big company end of it. Every company ends up doing things in a very custom way, and it does take a long time to train people up, even in small operations.
Also, if you're at a place where they are implementing GMP, they probably have formal training and training records. It can be a good idea to look around the system and see what other online training outside your own discipline you have access to. A lot of the GMP documents that manufacturing people have to be retrained on annually will give you insight into why things are the way they are and what that particular company's way of handling processes looks like.
At that point you're just teaching them how to game the system better. It's a lot like anti-money laundering training. You know which people in your company shouldn't be taking it because it will just give them ideas.
Some corporate training in the past decade are indoctrination camps, not teaching you real life useful skills and information. Treat it like any other kind of garbage.
Management training, maybe. Why you shouldn't train your technical startup workers:
1. They will learn on their own.
2. They will train each other.
3. They will learn by training each other.
4. They will often have to learn skills for which no training is available.
Maybe I've been lucky, but my coworkers have always been extremely generous with their time, and I've tried to be the same way. These days there's also a huge amount of information on the internet: tutorials, technical presentations, and so on. Anything that's common enough to have in-person training available, there's a multitude of articles in addition to the official documentation.
If there's professional training available but a lack of free or reasonably priced documentation, then it's a scam anyway and you might as well save your time and just give all your money to the nearest consultant.
Some years ago a relative of mine was hired to be a Regional VP for a very large restaurant chain. As part of that training he had to spend literally weeks of time learning the basics in each role in a restaurant, from waiting tables to cook, to (end-user) cleaning & maintenance of equipment, assistant manager, general manager, regional manager, to their position.
I've always thought that was a fantastic form of training, and spoke strongly to the fact that the chain has been around since WW II.
Don't forget that the training of the new people is done by the managers, i.e. the people with 3 years experience before they stopped learning and practicing themselves. "Blind leading the Blind" in many cases.
> OTOH, if there is strong reason to think the tool is otherwise correct, finding resources to. enable the team to gain and/or borrow the knowledge they are currently lacking should be practical.
It's incredible companies don't invest in training enough, and this goes both for the companies who provide training (causing companies to avoid wasting money on it to begin with) and the ones who need training for their teams.
A senior I worked with mentioned how he learned OO when his company he worked at had everybody trained on it, and hasn't forgotten it since.
But now it's all the job of the degrees right. They'll totally cover everything your company needs to use every obscure tool you want to be used for pennies on the dollar.
Businesses in general seem to have a really hard time dealing with training and institutional knowledge transfer these days.
As an example from another industry, my father was working as a mechanic/greaser in a power plant for the past 17 years, alongside a millwright who had been there for 30, since they opened the doors. In the last six months, they both retired - after telling management what their timetables were about five years ago. The company never brought in anyone to train under them and learn all the minutia of how the plant works that is locked away in their heads. They haven't even hired anyone full-time to replace them. Needless to say, equipment all over the plant is starting to break down, because simple things like greasing bearings regularly isn't being done properly, and when things break down, they aren't being put back together properly, because no one knows the idiosyncrasies of the equipment. Every hour this plant is down costs tens of thousands of dollars.
The millwright is starting to get called in as a consultant for three times his previous hourly wage.
We based this on our internal training for our IT hires based on the gaps we found when we onboarded people over the last 7 years. We invested a lot in making the material practical and lab driven vs just rote memorization.
There are probably old time finance people running the company ir advising it. Find out what they did back in the day and look at things from that point of view.
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