Employee development is key to a company's success. Some of them offer "development opportunities" in their recruitment ads on the spur of the moment. Often these are words thrown to the wind. How is it in reality with company training? Can employees count on them? Why is it important to invest in employee development?
Why is training in the company important?
Training in a company is a benefit for both the employee and the employer. The first one expands his knowledge, increases his skills, feels needed. The second - acquires a specialist who will help him achieve success. What's more, training for employees helps to identify the best and fill them in managerial positions. They provide the company with prestige, testify to the employer's commitment to the employee.
Investment in employee development carries potential profit. It is also a concern for social welfare. According to Deloitte's "HR Trends 2018" report. this is the biggest challenge for business leaders. They should have a mission to fulfill, and popularize the idea of the company.
Where are the unicorns?
In fact, it is often the case that a company does not conduct internal training. It also rarely sends employees for external training. Why? Money plays a big role. Professional training is expensive and time-consuming. They usually last about 2-3 days, and as a result, employees would have to stop performing their duties during this time. After all, the employer wants to gain, not lose. Nothing could be further from the truth. Training inside or outside the company's walls is supposed to help improve the company's image, as well as increase results. This all translates into profit. By investing in employee development, we are investing in the company.
The promise of "professional development" is often only a promise. That is why more and more people, when applying for a position at a particular company, ask about additional opportunities. If it turns out that the company does not focus on employee development, they often change their place of employment.
Training in the company - the most common mistakes
When it turns out that unicorns do exist after all, they are often associated with a number of stumbling blocks. What are the most common mistakes of training in the company? First of all, they are mismatched to the needs of employees. In a given department there are both beginners in their profession and old-timers. For the first, the topic may be too difficult, making it incomprehensible. Those with a lot of experience during the training will be bored. So it is worth dividing the training into groups according to the skills they already have.
Another mistake made when organizing company training courses is the lack of their evaluation. In order for the knowledge or skills gained during the course to be implemented in everyday work, more attention should be paid to them after the training. Sitting in a training room for a few hours does not yet prove the acquisition of new skills. Practice is important, as well as analysis of the results.
Sometimes training is conducted by an incompetent person. No specialist and a good didactician, but one of the employees who showed courage and willingness to discuss the presentation. The company will fill in the gaps, the training will be conducted, and the employees will not receive the knowledge. Before organizing training, it is important to analyze the needs of the company. Perhaps new people have joined the teams and require implementation training. If we have introduced new technologies, we should also familiarize the others with them. You should not train everyone in everything.
One of the biggest mistakes made when organizing training in a company, is not evaluating its effect. The employer should determine whether the training had the intended result, how much it affected the outcome of, for example, application development in a given month or quarter. Training in a company is supposed to give more than just a financial benefit. It is supposed to be a catalyst for an internal change in an employee's thinking, behavior or attitude towards work.
Training is often conducted on the company's premises. The competition does not sleep and offers its employees off-site training in attractive locations, which, in addition to the content, will provide the employee with a bit of entertainment after hours spent in the training room. Employees are definitely more willing to travel for such training. Also, programming training is limited only by access to a good Internet connection (the necessary equipment can be delivered to the training site). Of course, the place of training should be adjusted to the company's budget. If it is small, it is advisable to do less training, but more valuable.If in your company you only hear about training, but it does not come to fruition, perhaps your employer does not know how to go about it or does not have the budget for it. Get back to us: firstname.lastname@example.org and we will try to convince your boss to invest in the development of his employees and help you find the necessary funds for it.