Developing and training employees

Résumé du document

Training is used to improve the competence of an employee, on its tasks and missions through the transmission of knowledge and additional skills. For a business organization the objective is to boost its productivity by enhancing its human capital, developing the potential and optimizing the capacities of each employees.

First of all, it's necessary to understand that training is different than educating. Indeed, education is about learning theories and concepts, whereas training is about the application of those concepts, it means the practice of a specific task. After the training step, there is the development step, which aims to allow the employee to get a higher position within the organization, and manage bigger responsibilities. The human capital is the most important resource in a business organization. It is pretty obvious that training and developing the workforce of a company will impact on its productivity, as the employees will be more competent, and thus more efficient in their duties and day to day tasks.

Extraits

[...] Training and development also aim to increase retention of the best employees, as it offers them opportunities for internal career development, higher positions with more responsibilities. Benefits of training and development As Efoli Ekot says in its article on the legal secretary journal (1st February 2010), training and development of employees has numerous benefits : Workers are helped to focus, and priority is placed on empowering employees Productivity is increased, positively affecting the bottom line Employee confidence is built, keeping and developing key performers, enabling team development and contributing to better team/organisation morale. [...]

[...] Do you think that other methods are possible and efficient to train employees? I think that training and developing managing skills require a human contact, it can't be an e-learning in front of a computer, it's too informal. Even if it's more costly for the company, the type of training that I'm doing is way more efficient because the trainees really benefit from the experience of a skilled and competent person. However, some other training contents can be easily taught by other methods. [...]

[...] The Internal training program: This method is adopted by companies which need to train many employees at the same time. These trainings are mostly done by experts on very specific topics, which is considerably more valuable for the trainees and less expensive for the company as the training is done in group. The one-on-one coaching: This method is used for trainings which can't be done by group (when the content is too specific for example). This individual type of training is generally really effective but also very costly for the company as it requires a lot of time investment just for one employee. [...]

[...] It allows the employee to understand its duties, acquire knowledge and know-how, handle responsibilities as well as risks, and finally obtain confidence to seize opportunities within the organization. Additionally, training and development aim to make employees' decision-making easier by learning how to solve problems faster and finding right solutions according to each situation. Training and development contribute to a higher degree of motivation and job satisfaction for employees. Obviously, motivation and job satisfaction involves a higher degree of commitment in their work. [...]

[...] The external training: This method is used for training employees with professionals on external material, outside the structure of the company. The objective is that the trainees get a better understanding about the external environment of the company (competitors, market Indeed, this training is more about increasing the knowledge of employees than increasing their skills. When newcomers arrive in a company, they must have an orientation training to get a better understanding about the company's organization and structure, its mission statement, its goals and vision. [...]