Training – Developing and implementing a Comprehensive Training and Incentive Program for Student Employees in IT
•Employee skills
•Demographics of student employees
•Who to look for in interviews
•Orientation trainings
•Tools to aid and supplement training
•Ongoing or long-term training
•Tracking student progress
•Making students want to improve
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Student employees have seemingly unlimited resources of energy and potential. However they are often not willing to expend either of these things at work.

Examining outstanding employees - the simplest thing to do was look at the current employees and decide what skills and abilities the best students possessed.
Skills that can be taught  - technical skills and knowledge.
Skills that can’t be taught – patience and people skills, responsibility,

The main reason why students are in school is to get an education. Work is a secondary goal and we must keep that in mind. Also, we need to take into account the time required for study, the year the students are in and their computer skills.
Always look for people who are willing to work hands-on with clients, people who are self-monitoring and have an interest in advancement, people who have previous customer service experience.

Minimum time – usually very little time is available for training new student employees.
Maximum abilities – rules and policies are covered first. Next, cover basic functions of the job. Next, a very important thing – showing students where they can find the relevant information needed to solve a problem. Also train them in specific tasks.
Multiple media forms – use various types of media when training new employees. Always have printed copies of things, even if only summaries.

Web pages, databases, interactive websites – very useful tools to aid and supplement training.

Training topics – provide several topics for future exploration, so that the employees will continue to familiarize themselves with things.
Instructor-led training – most people learn best in an environment where there is an instructor or someone to interact with.
Self-paced training – make sure that the employees have the ability to work independently.

To track student progress, we could use the point system – a student works to earn points, which can be exchanged for a raise.
Making students want to improve is not an easy thing. Promises of a raise could have very powerful results. Other incentives are moral incentives: recognition of merit in front of the other employees is one example.

(Osborn, 2000)