What is Organizational Training?

Organizational training focuses on the present, and is characterized as a more punctual action. In short, it is something immediate, practical and that will have short-term impacts on the team’s performance.

Its objective is to qualify a person for a specific role , working on the skills necessary for a good performance. In this scenario, training demands investments in the qualification of employees and in their learning in a more agile way.

We can understand organizational training as a strategy aimed at improving technical skills . Among them, the use of specific platforms or the mastery of a concept that is part of the work routine.

To train these professionals (beginners or seniors), workshops or technical courses can be held, for example. In addition, one- to-one training is very common , in which an employee is instructed directly by a more experienced professional.

Types of organizational training

There are different techniques and types of organizational training, aimed at different team profiles and needs. Among the main ones, we can mention:

• technical skills training (hard skills);
• team training;
• motivational training;
• corporate training;
• onboarding training .

Now that you understand what organizational training is and what it is for, how about checking out an example of how it works in practice?

Organizational training example

Some situations are recurrent in companies, such as the need to prepare teams to use a platform or software .

In these cases, whether as a result of a recent hiring, or by joining a new tool, it is necessary to train professionals quickly.

Therefore, it is common for management to promote objective conversations with the team, send institutional materials or even a video tutorial, to optimize and facilitate the exchange of knowledge.

What is Organizational Development?

Organizational development focuses on the future of employees within an organization. In this sense, the objective is to make the professional more prepared to assume a leadership position or face adversity.

For this, the focus becomes on the development of soft skills , such as the ability to communicate, work in a team, solve challenges and lead. But without forgetting the continuous improvement of the necessary technical skills, of course.

To develop these skills, career development programs can be carried out . They consider it a slower and deeper process of true evolution.

For this, it is common to carry out Individual Development Plans (PDI), in addition to the use of business games and investment in more robust courses and mentorships with specialized consultants.

Organizational development example

You know that engaged and qualified professional, but who wants to grow both personally and professionally? It is for him that organizational development strategies exist!

Thus, in addition to the growth of that employee in the company, according to the corporate culture and purpose , the organization will also be able to achieve better results from their efforts.

In this situation, it is common for the leadership, together with the People and Management team, to talk to the professional to better understand their expectations. Then, a career development plan is drawn up — which includes the necessary steps to improve your skills.

Organizational development strategies therefore focus on medium and long-term results. In addition, they have more robust resources to enhance the performance and performance of teams .

How does People Training and Development impact organizational growth?

Companies are what their teams truly believe in and deliver. For this reason, the more qualified, satisfied and engaged the employees are, the better the business results.

So, investing in people training and development (T&D) is fundamental for the growth of an organization, being complementary aspects for individual and collective success.

What are the main objectives of investing in T&D in organizations?

As we have seen, training and organizational development strategies focus on improving the skills and competencies of teams.

In this way, when investing in T&D, companies see several benefits in performance, work productivity and results. But, in essence, what is the point of investing in these resources? Check out:

• improve the employee experience ;
• enhance engagement and productivity;
• make better deliveries, improving the experience of customers and consumers;
• improve the organizational climate ;
• working on the strength of the employer brand;
• create career advancement opportunities for your teams.

What are the advantages of investing in Training and Development (T&D)?

The training and development processes must happen in a balanced and complementary way. In this way, it is possible to seek strategies that are more compatible with the behavioral profile of the teams and the needs of the company.

It is necessary to prepare the employee to perform the functions related to his current position. But, more than that, it is also essential to develop it so that you can experience a career advancement and solve challenges in the future.

By doing this, a series of benefits can be seen – for professionals and for the company in general. Check it out!

1-Developing successful leaders

Finding and developing professionals with a leadership profile requires investments in training, strategic recruitment and the construction of good Individual Development Plans (PDI) . This will make it possible to discover and boost the potential of talent.

In this way, in addition to ensuring better hiring for executive positions, it is also possible to take advantage of internal human capital , offering the possibility of career growth.

All this contributes to the company having good leaders, who direct their teams to achieve their objectives and goals. And that, in addition, encourage development and innovation within the teams.

Leadership also plays an important role in resolving internal conflicts and building a healthy environment. In the long term, the sum of all these factors results in a competitive differential for the business itself.

2-Increased productivity

When organizational development is not prioritized, other factors can be compromised in the work environment. Productivity is one of them.

This happens because less qualified professionals demand more time to carry out their demands. In addition, the organizational climate is harmed when there is no dedication to improving soft skills and maintaining good relationships between employees.

In this way, training these professionals and investing in their potential makes them able to generate better results with fewer resources and in less time .

3-Retention of talented professionals

Another great benefit of investing in training and organizational development is the retention of talented professionals with great delivery potential.

Investing in internal talent contributes to creating a stronger bond between the company and employees. This factor also reinforces the appreciation of human capital and openness to the new.

Thus, employees feel more satisfied and recognized within the organization, increasing the chances of retention. For this, some companies even invest in motivational lectures, using internal marketing to strengthen ties.

4-Opportunities for different levels of professional maturity

Another advantage of investing in T&D is that it offers opportunities for professionals at different stages of their careers. Thus, from interns to top executives can experience continuous learning and maturation.

This allows the organization to grow with its talents, valuing its capabilities and enhancing its success. In return, the company will have teams that are more creative, innovative and engaged in better and better deliveries.

How to carry out good training in a company?

Now you understand the difference between training and organizational development and what are the main advantages of investing in T&D.

However, you also need to understand some of the important steps to build good capabilities . In this process, it is necessary to define from the competencies expected for professionals to the objectives that must be achieved.

Here are some essential steps!

1. Evaluation

Evaluate the company and employees and understand if there is a need for training, technical or behavioral, and for which areas and topics.

2. Motivation

Before proposing training, it is necessary to ensure that professionals feel motivated and interested in developing themselves. For this, it is necessary to seek solutions that help to identify aspects such as satisfaction, motivation and engagement in teams.

From this, it will be possible to understand where and who to direct investments and efforts.

3. Objectives

When implementing new processes in a company, it is necessary to define what objectives must be achieved, how this will be done and why. Some tools can help in this process, like setting OKRs , for example.

4. Measurement

The strategy must always be linked to the recording and measurement of results, right? In this way, it will be possible to measure the effectiveness of the actions and propose changes in what is necessary. Therefore, establish the indicators (KPIs) that will be used and which parameters must be observed.

5. Analysis of results

Finally, observe and evaluate the results obtained. This will be important to understand what went well and what could be improved in the implemented strategy. With this, the company will know which training should be maintained and which are no longer needed.

To define the best strategies for your company, you also need to understand your internal audience, organizational culture and what budget is available for training and people development.

Thus, little by little, the results obtained by the teams will impact the organization as a whole and contribute to innovation and the delivery of better results.