Economics/Business

Training plans for employees/diff. with Qualification/importance

What exactly is Training and Empowering Employees?

If we were to quickly define what training and development is, I would say that training encompasses techniques for empowering employees in order to help the professional development. Training plans for employees  

Speaking like that, it seems that T&D is something complicated, full of theories and techniques that are difficult to apply. 

But if we stop to analyze, training is not that complicated. Surely you would agree that every company has a goal of selling a product or service, right? 

For this company to reach the goals, it is necessary that the entire process involving the sale and production of this product/service is carried out successfully. 

Of course, you will also agree that an employee who has had training and knows the step-by-step instructions for carrying out his tasks will be more efficient than one who started and had no training or follow-up on tasks.  

It may seem obvious, but any type of preparation, even if it is one in which the employee follows the day-to-day of a teammate, is a way to enable him to deal with his future routine. And this is no different from training. 

Training and development has helped many companies to train and retain their professionals according to current market trends, while aligning the activities performed and the organization’s objectives. Training plans for employees

Investing in T&D brings immediate results, in addition to significant improvements in the quality of the 

work. But it is important to remember that training and development, despite being often referred to as one method, are different things and have different applications. 

Check out some of the differences below.

What is the difference between Training and Qualification

Investing in corporate education is essential for companies, but what few people know is that there are two specific formats and moments for this training to take place. This is precisely one of the differences between training and development

Although these synonyms are often used to describe an activity or action, there is a difference between qualification and training, and knowing the correct definition of these concepts can help you to develop a good professional qualification plan in your company. 

Training

When we talk about employee training, we are talking about training someone in order to improve what they already know, that is, improving their skills, around a position. 

When a position is assumed by an employee, it is necessary that he be trained to assume the responsibilities and difficulties that involve that position. The training will teach them new and better ways to reach the goals. 

Training aims not only at achieving goals, but also at decreasing a person’s chances of making mistakes. 

For a salesperson, for example, training would be linked to the use of sales techniques , customer service, negotiation, among other topics related to that activity in the company.

Development or Training?

The first point to clarify about professional development is that this method is also known as professional training. In this case, both are synonymous, and refer to the same techniques used by HR.  Training plans for employees

Personnel development is a method that refers to the individual’s growth process, that is, it is related to the improvement of the person’s knowledge and skills, without being directly linked to an activity or process. 

It is the ability to accumulate knowledge and information that can effectively improve the performance of an employee in their role, thus, this method offers continuous improvement. 

Development is more focused on the professional’s future, it is a continuous learning strategy that promotes transformations and improvement in the medium and long term. This process can be focused either on an individual contributor or for teams.

To make it easier to understand the main differences between training and development, check out the table below:

Training Development
Short term Long term
Focus on improving a process or performing tasks Focus on the person’s growth through the CHA: Knowledge, Skill and Attitude
punctual improvement action continuous improvement action
Passive learning, in which the individual only receives knowledge of the applied practice Active learning, in which the individual is the protagonist of their development.
Instructions are put into practice It requires time to incorporate and learn the techniques

Why is employee training indispensable?

Every company has goals to be achieved, and with a rapid movement in the market, reaching these goals is an increasingly difficult task for companies that do not have trained professionals used to perform their functions.

A measure in which the market becomes more competitive, or employee training shows an indispensable investment for companies, regardless of which segment of the organization.

Training and developing a company’s employees is the best way to prepare to deal with the challenges of their routines, in addition to updating them as changes imposed by the market.

Training increases the effectiveness of the company’s goals, professionals who have communication problems, participation difficulties, failures in time management and organization that can easily improve their skills through training. Training plans for employees

The same is true for cases where the company is constantly growing and needs professionals with management skills , who can easily perform monitoring or management loads when there is organizational development.

Investing in employee training and development is a great gain for a company, as it offers employees more products and more resources, services that are better, profits and results achieved.

However, one of the most common mistakes when we fail in training and development is that many activities invest in these methods without understanding the real needs of your company.

For example, nothing should organize sales training if your main problem is related to customer service, which is also known as after-sales.

Identify how areas need training

Have you heard about LNT?

If you work in the human resources department or in T&D, you are certainly familiar with this acronym, but for those with little contact, I believe you have never heard of this topic.

LNT is nothing more than the Training Needs Assessment , a process developed by the time of T&D that aims to ensure that investments made in training generate the best possible results.

Through various techniques, LNT identifies the current level of competences, skills or knowledge of employees by area of ​​activity, and compares it with the level necessary for their position within the organization.

Listed below are 4 essential steps to carry out a company’s training requirements survey.

What is the training need? define the need first

The first step in creating an employee training and development plan is to identify the needs that your company has.

Carrying out the needs assessment allows the organization to identify and focus efforts in areas where training is essential to achieving goals.

Therefore, it is important that you are aware of the goals and use each department and the professional who is responsible for LNT development, trying to clearly understand the organization as a whole. Training plans for employees

Conduct a gap analysis

The second step in identifying training needs is to carry out an analysis of failures, or issues that involve the current state of development and skills of employees.

This step typically involves a variety of methods to gather information and understand each department’s problems, including: individual interviews, questionnaires, and self-assessments.

The objective is to understand the obstacles that need to be overcome by the company.

Available as training options

Once you’ve carried out the company’s needs and gaps assessment, you’ll have a list of training options. When that moment comes, it’s time to assess goals and monitor the organization, this should involve both deadlines and objectives to be achieved.

How to Create a Good Employee Training Plan

After carrying out the training needs assessment, it is time to create a plan and put the action plan into practice.

But how to create a good training plan ? And how do I choose the right type of training for my company?

To create a good plan, some questions need to be answered, such as:

  • What training is already being offered and should be continued?
  • Will the training be conducted internally or externally?
  • Does it make sense to bring in a trainer to train multiple employees on the same subject rather than sending them all off for external training?
  • Does a company have the expertise in HR or another department to carry out the training?
  • Can and should be trained be conducted online?
  • What is the learning style of the participants?
  • Are all participants in one location or are they decentralized?

Once these questions are answered, you will have a more focused view of how to plan or train your agreement with the start of the company. Training plans for employees

Once this action plan is done, it’s time to put everything that was planned into practice and act to make the training happen. Talk to those responsible for conducting the training and align the objectives and the material that will be used, reserve the space and equipment that will be used.

One of the most important tasks in this process is the alignment with the professionals who will be trained. Publicize the training schedule as well as the training objective and goals.

Now you may be wondering how to choose the right training for my employees.

7 Important Steps to Build a Training Plan

The training and development plan is a plan of all stages and details of training. The organization and documentation of processes are the first steps to have well-defined strategies and success during the training. After all, it is not enough to buy a course and put employees in a room until they have finished watching it. 

Trainings are essential tools to increase and improve the performance of teams, however, they need to be organized and structured. The training plan can avoid a big problem: avoid unnecessary expenses with courses that are not the real need of the company. 

To resolve the main doubts and avoid common mistakes being made in your organization regarding this matter, check out this article.

1. Know the employees

The first step in a good training plan is to get to know employees and teams, including leadership T&D plans can use different tools to guide all the steps that need to be taken. 

One such mechanism is ADDIE. This is a tool that guides the phases of corporate education plans. The acronym means: Training plans for employees

  • Analysis — analysis;
  • Design — structuring;
  • Development — development;
  • Implementation — implementation; 
  • Evaluation — evaluation. 

ADDIE’s first step is precisely to analyze the training target audience , that is, the team or employees who will undergo T&D. Getting to know the employees is important to understand the functions performed by them, identify some personal characteristics and even the strengths and improvement points. 

In corporations and large businesses it is a little more complicated to know this audience. After all, there are many teams and employees. In this case, it is important to have reports and data on the teams and all employees.

2. Identify the company’s needs

This is the step of the training plan where a diagnosis will be made of the problems, imbalances and irregularities that made the training necessary. This is the phase of mapping competences and needs and gathering information on areas for improvement. 

The problem is not always with technical skills or operational teams. It could be a behavioral bottleneck in leadership , for example. Therefore, it is necessary to identify and diagnose the sources of irregularities and what they are. 

If the company’s processes are properly mapped and the technology is used, this diagnosis will be a very quick and updated process. Information can be collected from software, for example, for data such as decreased productivity and increased costs for rework.

3. Define who will receive training

After the diagnosis, the sectors, teams or employees that need training and development processes will be revealed. Defining who will receive the courses also helps in choosing the course. For example, if there is a technical problem in the service team , it is worth thinking about training on communication. Training plans for employees

In addition, professionals need to be notified in advance, so they can prepare their routine and resolve doubts about the stages and courses of training. If they are caught by surprise, they may refuse or not be taken advantage of.

4. Set goals

The training plan also needs to define and document the objectives with the T&D processes. Generally speaking, training and people development programs have two main purposes. 

The first one is to prepare and qualify employees . This can be done whenever the market scenario changes, such as the Covid-19 pandemic, or when there is a structural or significant change in the internal processes of the business. It can be the implementation of a new method, change in organizational culture or adoption of new business models. 

Secondly, the trainings also act in the continuous development and updating of knowledge . This is a strategic issue for organizations, as in addition to keeping employees engaged and motivated, they update themselves and manage to add better solutions for companies.

5. Plan the training

Following the training plan, define the type and approach. Will the T&D action be on technical or behavioral skills 

The technical skills are those necessary for the employee to carry out the duties of the position. For example: knowledge of specific software, knowledge of a language, or sales experience. 

Have the soft skills , also known as soft skills , are those that interfere with the results of the work and interpersonal interaction, but not necessarily have a direct connection with the post. Examples are:

In addition to the type of training, it is necessary to define whether the course will be prepared by a company team or whether it will be outsourced. The outsourcing of training has several advantages, such as better results, better use by employees and reduced costs, resources and time. Training plans for employees

6. Conduct trainings

With the training plan prepared and revised, and with all T&D participants duly informed, it is time to conduct the training. There are three main formats for delivering content :

  • in company: made on the company’s premises;
  • outdoor: outdoors or somewhere specific, but outside the company and the participant’s home — this is a common format in the gamification strategy ;
  • distance: distance learning model is that it has greater cost reduction advantages and better use, including in the scenario during and post-pandemic. 

7. Evaluate and measure results

The training plan does not end with the application of the course. To identify whether it has really resolved the bottlenecks or whether there is any other change needed, you need to measure the results. The Return on Investment (ROI) is the main indicator for assessing these results, but you can also use productivity metrics, satisfaction and revenues. 

The training plan is a plan and a document that needs to be done even before the application of the course. One of the choices that will most influence your results is the delivery format. EAD can be a good option for being more flexible and more efficient. 

What training should my company offer?

At this point, it’s more than clear that investing in training and development is very important to any organization’s success, right?

But you might be asking yourself: what training should my company offer?

To answer your question, it is necessary to understand what need your company wants to meet, since each type of training has a goal.

It is worth remembering that there is a difference between training and development, therefore, depending on your company’s needs, the way to train the employee will be different.

So how about we see the main types of training?

Types of training

achieve the efficiency required for their function through the development of skills, actions, behavior, technical knowledge, among other factors.

But for this objective to be achieved, it is necessary to establish the type of training in which it should be offered according to the employee’s profile.

There are different types of business training with different methods and purposes, but I’ll talk about the training models most used by companies below. Training plans for employees

Training to develop specific skills

This type of training aims to improve the performance and execution of tasks by improving the skills and competencies that professionals already have.

Investing in the development of employees’ skills and abilities is a way to obtain productivity gains for the company, in addition to promoting growth and helping professionals to be proactive.

leadership training

The leadership training is directed to all employees who occupy management positions, since these professionals are fundamental to business success and motivation of teams .

Thus, this type of training aims to develop different skills in relation to team management, so that these managers are able to lead teams in a coordinated manner to achieve established goals.

mentoring program

The mentoring program is based on choosing one or more employees who will be considered as mentors, to share their knowledge with the other members of the group.

Among the advantages of this training format is the possibility of transmitting tacit knowledge, that is, knowledge acquired in practice, during the experience in the function and which, in most cases, cannot be acquired through documents.

Direct contact also allows for a closer dialogue about the challenges faced on a daily basis, reporting cases and resolving doubts in real time, which might have gone unnoticed in other formats.

Recycling Courses

Most companies have an intense work routine, which contributes to a lot of knowledge being lost or outdated over time. Therefore, investing in refresher training is always a great option, especially when we are talking about technical or theoretical knowledge. Training plans for employees

Refresher courses are designed to remind professionals of important practices and issues and ensure that they are always qualified according to the best trends in the market.

Gratification

This training model uses game dynamics to stimulate and encourage employee learning through interaction with the entire team.

Many companies are betting on this method because they recognize the importance of transforming learning into something more dynamic, creative and arousing the curiosity and interest of everyone involved.

Another positive point of this type of training is the possibility of offering rewards to employees, which can serve as motivation and to increase the chances of adherence.

online training

Online training has become increasingly used by companies.

Many organizations have given preference to this training model due to the practicality it offers both for those who apply and for the students.

As the name suggests, this training model is applied through a virtual environment, where employees can access the content wherever they are and at any time.

This flexible schedule increases the reach of training and facilitates the participation of employees, who do not need to travel and can fit it into their routine.

business coaching

Many consider the coaching training process to be one of the most complete. It consists of the personal and professional development of employees. Training plans for employees

The use of coaching techniques and tools ensures the assertiveness of the process, which focuses on recognizing the professionals’ potential, difficulties and qualities, in addition to seeking a balance between them to achieve better results.

Workshops

Holding workshops or lectures is a common practice that most companies have been using for some years.

In general, this type of training is brief and has a specific focus that is taught by professionals who have a deep knowledge of the subject.

The workshops can be face-to-face or online, and have certification for participants that can serve as an excellent space for personal growth.

It’s time to train. And now, should I choose internal or external training?

Onsite or offsite training?

One of the most common questions about employee training is which format to choose, after all, which is more effective: internal, external or online training?

There is no right/wrong or better/worst training format, what you need to keep in mind when choosing a training model is the objective your company wants to achieve, the availability of space and the budget available for it. Training plans for employees

Currently, we see a growth in the options for courses and training given at a distance, either by video taped classes or live lectures. But if you’re still unsure which format to choose, see the benefits of face-to-face and distance training.

In-person Training Guaranteed attention and content absorption
Ease of exchange between student and teacher
Widest range of offers on the market
Distance/Online Training Flexibility of time and place
Deepening tools and extra content
Low cost

Better Tools for Employee Training

Have you heard about EaD and e-Learning tools?

Whether because of technology, or because of the educational methodology and strategy, distance education is certainly the educational segment that is undergoing the greatest development.

Every year, more companies surrender to the use of distance education technologies to qualify and train their teams. But do you know how they work or what tools are best for your business?

Before talking about tools, we need to clarify the difference between EAD and e-Learning.

EaD is the teaching modality in which the teacher and student do not meet in a geographical space. These are examples of tele courses or online lectures, where the expert and the teacher do not necessarily need to be in the same place.

On the other hand, e-Learning is the distance learning modality in which the student receives content electronically, that is, technology is used to transmit knowledge and improve a professional’s performance.

This modality depends entirely on the use of the internet on devices such as computers, tablets or cell phones. Usually the content is made available on a website where the student can access it from anywhere at any time. Training plans for employees

Classes can be recorded or live, through discussion forums and other methodologies.

Now you may be wondering what is the best platform to apply training in my company.

Well, there is no better platform, in which case what you are looking for is online training companies. In this case, there is not the best one either, but the one that best adapts to the proposal and objective, as well as the courses sought by your company.

How to assess whether employee training is working

Finally, I want to remind you of the importance of evaluating training.

According to a study published by the Exame portal, companies invest more than US$ 200 billion in training. However, we cannot assume that investing is enough, after all, measuring results is as important a task as providing the right training.

The first reason to measure the results of business training is to find out if the money invested is being used in the right places.

Remember when I talked about offering training thinking about solving the company’s gaps? It’s precisely about applying the right training so that eventually there is the desired return.

This will help in the process of directing development programs, giving the organization the opportunity to plan them better. Training plans for employees

But how to assess whether the applied training is giving the desired return?

There are a number of methodologies that can help in the training evaluation, below I will list some that can help you in this task:

  • Apply test to assess learning;
  • Make an essay evaluation;
  • Apply effectiveness assessment;
  • Do satisfaction survey;
  • Apply behavioral assessment;
  • Calculate the ROI of the stock.

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