In this article we will talk about:
- Training and development
- What is training and developing people
- Main forms of training and development
- Types of Training
- How to train and develop people
- Be a full human resources manager
Having a trained team of employees is fundamental to the success of any company. I have heard executives and managers say “first who and then what” when making selection processes. This shows the increasing importance of having qualified people within a company. And I’m not just talking about directors or management positions, since the highest hierarchical levels to the lowest ones need to be trained by competent people and this is an essential role within the planning of human resources managers.
The problem is that even very good people do not always come ready for all the challenges of your company. This is where the training and people development as a tool for alignment and preparation of these new collaborators.
But why do training and development?
In a reality in which the scenarios constantly change, it is important that companies follow the evolution of each employee within his current role and what is expected of him in the future. In this context, the role of a company's HR (Human Resources) is not just to hire, assess them, provide feedback and fire when appropriate. In this context, it is essential to provide the tools and conditions for the growth and continuous improvement of each of these new hires (and the old ones as well), and this is only possible based on solid training and development programs for people.
Training is any procedure that aims to promote and increase the technical knowledge of the employees of a company. Everything is part of a learning process that helps the professional to achieve the efficiency required in his work, encouraging the development of appropriate habits for general growth. Some of the objectives of a training are: to improve and increase productivity, to qualify, to promote safety at work, to reduce re-work and to present the organizational culture of the company.
Just as important is the training within a company, there is another concept that is little applied: employee development. In this case, actions that improve the performance of the employee within the company are no longer thought of, but of the employee as an individual. A developed person has a greater willingness to be trained and, consequently, to be more productive.
You can see that when it comes to training and developing people, one depends on the other, right? This more holistic concept of the employee's vision as a whole has become increasingly present in the daily lives of human resources managers.
There are several forms of training and development of people that exist and that can be applied in the daily life of your company. Check out some:
- Targeted Teamwork - when you have a multidisciplinary team and with different characteristics, it increases the chance to develop the abilities of its collaborators by living with other people
- Challenges and daring goals - getting your employee out of the comfort zone can be a great way to show that the limits he believed to be insurmountable are elastic and can be broken with more effort
- Performance evaluation and periodic feedbacks - When evaluating your employee, you can tell exactly what behaviors and skills he or she is doing well and what needs improvement. This activity needs to be monitored constantly (weekly, monthly, quarterly or even half-yearly depending on their reality)
- Training and development of people - maybe this is one of the main points we are exploring in this article and I have done it because I believe that training is one of the most objective forms of teaching. That being said, it pays to understand how it can be done in practice
Now that we have seen different strands of how to develop a collaborator within a company, let's look at the main types of training:
1. Face-to-face training
When there is the physical presence of an instructor and the group receiving the training. In-person training can take place in classrooms, vocational training schools or in adapted places in the workplace (in-company training). The main advantages of this type of training are: feedback instant, possibility of deepening the trained subject and creating a relationship network between employees and instructor.
2. Distance Training
There is no presence of an instructor physically, so that distance, geographical location, age or physical conditions are not obstacles at the time of learning. It gives the employee autonomy to understand how their training works and has lower maintenance costs. The only problem is that usually depends on good internet connection so that there is no loss of knowledge and no noise.
At LUZ, thinking about the inclusion and ease of access to knowledge, we developed an online Excel courses platform. Today we have 7 Excel courses, from basic to advanced, and more specific. One practice that has occurred in companies is to separate a room in one period and provide training by video conferencing or even materials already recorded with the help of an assistant.
3. In-service training
It is carried out in the work environment and aims to develop specific skills, usually technical. Because of the proximity of the subject to their daily activities, the employee becomes more motivated to learn.
It is very common in-service training to take place in industries and retail. You've probably been seen in the market by a box with a badge written "in training." This is a great example of in-service training. I believe the great advantage here is to put the collaborator up front with the challenges he will face. It does not have simulation or theoretical explanations, it is all in practice, real and, consequently, therefore, it generates a higher level of urgency, attention and learning in the collaborator who is going through the process.
4. Rodízio or Acting "as is"
It is to relocate employees from their posts to others or give assignments that go beyond the activities programmed for him, thinking of preparing him to occupy other positions if necessary. Acting "as is" is a term for someone working as if it were someone else (ie, with other activities).
In addition to broadening the view of the trainee, he ends up leaving him prepared to take up new positions in the future, without needing a great training or adaptation.
There are other trainings that may be of greater or lesser relevance. You should adapt to the company and realize what is the most effective way to keep the team always willing to improve and grow along with the company. With increased integration and a better relationship within the company, it is possible to prepare employees for more and more professional growth. Now we will see in practice how to choose the best path.
- Step 1 - Identification of Training Needs - this survey can be done first with a small online questionnaire, asking the main challenges and difficulties of each of its employees. If you have a small team, you can also do this survey in a face-to-face meeting.
- Step 2 - Training records - After you do the survey, you can register in a spreadsheet all the needs. Below is an image of our training control worksheet.
If you like, you can even create formulas and functions to search for the total values of the trainings listed
- Step 3 - Registration of participants - Now that you have the training listed and separate, it is important to put who will participate in each, to have a basic organization of which employee is best fit in which profile.
- Step 4 - Selecting priorities and setting themes - It may be that you have the money and time to do all the training possible. If that is your case, be happy and go deep. As I know that this is not always the reality of most companies, in this step you need to define which are the priority themes. To do this, see what type of training is most requested and see if there is a problem in your company that employees constantly make mistakes.
- Step 5 - Elaboration and approval of the trainings - With the list of the most prioritized trainings defined, the time comes to define what will be spent in it. There are a few ways you can choose what type of training (mentioned earlier in the article). More importantly, it is important to understand whether you have someone trained within the company or whether you need to hire someone from outside.
- Step 6 - Application of training - This is the simplest time, just organize the day, the time, place and do the training. Do not forget to do a satisfaction survey to understand if this step was well done.
- Step 7 - Training Monitoring and Control - Obviously every step has its value and needs to be followed, but I consider monitoring and controlling one of the most important steps. I say this because here you can see an overview of how many trainings it offered, how many employees participated, the overall cost of training, cost per hour, cost per participant and other important data. Take an example of this in our training control worksheet:
- 8 Step - Chart Analysis - Finally, in addition to general analysis, having charts can help you understand where the key gaps are visually.
Now that you have understood the step by step to do training and development, you need to think about managing your human resources on a global basis and I recommend the human resource worksheet package which has the right tools for each of the challenges you face in this area.