Continuing education in business/benefits/role of HR/How to promote

Continuing education is a complement to professional training, it bets on learning and on the development of skills that will be essential for the employee’s growth within the company and outside it. Continuing education in business

Continuing education is the key to the future of any company , after all, it is practically impossible to hire all the talent needed to tackle new projects.

It bets on constant improvement, the insertion of new knowledge, the development of new skills and the acceptance of new challenges.

This is one of the main setbacks that companies’ HR is facing, especially in the case of organizations concerned with improving internal processes.

What is continuing education in the business

Continuing education can be coldly seen as a complement to graduation. Continuing education in business

Compared to this, they are short courses, which mainly serve to bring more expertise to the professional’s arsenal.

Continuing education is for all those who are on the rise!

It is in the company’s interest to guide its employees towards professional growth, after all, what is the best place to find individuals capable of occupying more strategic positions if not within the staff itself?

This individual has years of experience with routine operational processes, has a desire to stay with the company, and is rewarded for their hard work with job and salary progression. It’s a great scenario, isn’t it?

It is also important to point out that continuing education focused on the business world also makes it possible to exchange experiences with countless people.

This is because the courses help to expand the professional’s networking, enabling personal growth.

Therefore, we can infer that the objective of continuing education is a way for the business to remain competitive and for the professional to develop. Continuing education in business

This would then be a zero-sum game, that is, everyone wins. But how did all this come about?

How did the concept of continuing education come about?

Going deeper into the emergence of continuing education, we see that it is not a new concept, but demonstrates a development in the company’s vision of its employees.

This concept began to spread in the early 1980s in Brazil, and today it is increasingly common to see companies talking about employee training .

Currently, the training strategy is increasingly in evidence due to the growing investments that companies have made in their internal public .

This makes jobs have a more tangible purpose and employees happier.

But the reasons to invest in continuing education actions go far beyond those just mentioned.

There is even a philosophical issue behind it that involves creativity, productivity and problem-solving ability .

Keep reading this text and understand how this relationship is established.

Why should organizations invest in continuing education actions?

Troubleshooting is something that all companies are constantly experiencing. There is not a single day that employees are not challenged with some completely unusual situation.

However, stopping is not an option, it is necessary to face these obstacles creatively.

Here, we can go further and combine creativity to solve problems and continuing education. But where does this creativity come from?

It comes from several factors such as self-confidence acquired in childhood, adventure books read as a teenager, etc. But, one of the most prominent factors is experience.

When starting a continuing education program, the company exposes its employees to a multitude of situations and knowledge. This information can become triggers for a series of innovations implemented by these employees.

Another point that can be highlighted in this journey is the emotional improvement and self-confidence generated.  Continuing education in business

This happens through the empowerment caused by knowledge and also because of the feeling of appreciation.

Not only, new knowledge and skills culminate in more efficient employees in the tasks in their area.

There are also a number of other benefits that you can see below. Follow up!

The benefits of corporate education for teams

Continuing education is not a simple challenge for the HR team, it also brings a series of benefits that serve as an incentive for the company to invest more and more in actions like this.

Below, you will find a series of these advantages divided into benefits for professionals and for the company.

Benefits for the professional

  • professional satisfaction

There are few people who don’t look for some kind of professional satisfaction. As a rule, it involves technical development for the performance of daily functions or even agglutinating new assignments.

  • Feeling of self-confidence and self-esteem

The self-esteem and self-confidence of these employees also tend to rise with their job satisfaction.

This, in itself, generates more engaged employees and willing to find creative solutions to the problems that arise in the course of their days.

Benefits for the company

Companies have a slightly different look at the advantages of continuing education, however, they are still very valid. After all, the business needs to develop. Continuing education in business

  • Reduction in turnover

Employee turnover can be a real problem within the company.

Just imagine, presenting all the company’s operations, teaching about the organizational culture so that all this work goes away in just a few months.

  • Increases employee loyalty

Now imagine that you work in a company that carries out numerous internal training and other internal marketing actions and also encourages employees to invest in continuing education.

It’s easy to see that this individual will think many times before leaving the company, isn’t it? Not only that, this employee who feels valued tends to become a brand advocate.

  • Decrease the cost of hiring and more qualified employees

The stimulus to continuing education comes from a simple logic:

why look for talent outside the company when talent can be created among already hired employees?

Since the new demands are assumed by employees already hired by the company, there is no need to hire new professionals with this set of skills. Continuing education in business

In this way, all the costly hiring and firing procedures are replaced (in part) by a new culture of professional development.

On the other hand, the company enjoys the availability of highly qualified professionals.

The importance of continuing education in the labor market should not be underestimated.

  • Increase in production

There is nowhere to run, companies are looking for ever greater productivity, this is a clear market requirement.

With greater technical knowledge and security in the quality of their work, the employee tends to be much more productive. Continuing education in business

Not only that, teams are the main beneficiaries of these new skills , as they can develop increasingly complex projects of greater value to the company.

But how can HR help the company achieve these advantages? See below!

The role of HR in the implementation of continuing education

The great challenge of HR is to make individuals increasingly productive and feel happier in their careers and workplace.

One of the strategies that this strategic sector can apply — of course, in conjunction with several other approaches — is the continuing education program in companies.

HR is responsible for linking the business interests with the professional interests of everyone within the company. 

With this in mind, the role that the sector should play in the context of the culture of continuing education begins to become clearer.

This is one of the most strategic sectors when it comes to engaging people and encouraging behavior change.

He must understand who the internal public is, what their aspirations are and understand in which direction to go. Continuing education in business

Furthermore, it is also necessary to take into account the resources that the company may have for this type of action.

In this context, it is interesting not to limit continuing education only to teaching, but also to ongoing training and improvements organized internally.

Examples of continuing education

Lato Sensu Postgraduate

Lato Sensu comes from Latin and means “broad sense”. This type of postgraduate degree is normally focused on the corporate world.

Here it is possible to delve deeper into an area of ​​interest aimed at the ambitions of the employee himself.

Thus, it can also be something previously agreed between the company and the employee in order to justify the progression of position and salary, for example.

The postgraduate course must have at least 360 hours, as determined by the Ministry of Education (MEC).


The MBAs or Master in Business Administration (Master in Business Administration, in direct translation) is a kind of postgraduate Latu Sensu .

However, it has a very specific objective: to prepare the individual for management positions.

The MBA usually uses real cases to stimulate creativity aimed at solving corporate problems involving areas such as:

Postgraduate Strictu Sensu

As you can imagine, Strictu Sensu is the antonym of Lato Sensu and means “limited sense”.

This type of continuing education is aimed at professionals who wish to pursue the academic area and form, masters, doctors, post-docs.

This is the ideal type of professional development for individuals who want to work as researchers or even as professors in tertiary education institutions.

How to promote continuing education in your company

Implementing a continuing education incentive policy takes a few logical steps and follows much of the normal HR routine before starting a new program.

So, some of the steps can be followed:

  1. survey of the skills that the company needs to tackle new challenges;
  2. understand employees’ expectations about their professional progression;
  3. establish the objectives of the continuing education strategy;
  4. design the program’s dissemination actions and establish which contents will be taught;
  5. define which methodology satisfies the majority of employees or make this issue more flexible;
  6. define the teaching schedule;
  7. monitor the results generated by the actions;
  8. organize employee feedback sessions;
  9. optimize the continuing education program.

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