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 skilled team of employees is critical to the success of any business. I've heard more than once executives and managers saying "first who and then what" when making selective processes. This shows the growing importance of having qualified people within a company. And I'm not just talking about management or non-management posts, since the highest hierarchical levels to the lowest have to be formed by competent people, and that 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 scenario-changing reality, it is important for companies to keep track of each employee's progress within their current role and what is expected of them in the future. In this context, the role of a company's Human Resources (HR) is not only to hire, evaluate, give feedback and dismiss as the case may be. In this context it is essential to provide the tools and conditions for the continuous growth and improvement of each of these new hires (and of the old ones as well), and this is only possible from solid training and development programs.
Training is any procedure that you want 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 their 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 company's organizational culture.
Just as important is the training within a company, there is another concept that is little applied: employee development. In this case, it is no longer thought of actions that improve the performance of the employee within the company, but rather of the employee as an individual. Someone developed has a greater pre-disposition to be trained and, consequently, to be more productive.
I realized that when it comes to training and developing people one depends on the other, right? This more holistic concept of the vision of the collaborator as a whole has become more and more present in the day to day of human resource managers.
There are several forms of training and development of people that exist and that can be applied in the day to day of your company. Check 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 / 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 snapshot, possibility of deepening the subject trained and creation of a network of relationship between the staff 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 techniques. Because of the proximity of the subject with their daily activities, the employee becomes more motivated to learn.
It is very common for 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 take up 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 trainings listed and separated, it is important to put who will participate in each one, to have a basic organization of which collaborator fits best in which profile.
- Step 4 - Selecting priorities and setting themes - It may be that you have the money and the time to do all the training possible. If this is your case, be happy and go deep. As I know that 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 analyze 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 (we mentioned earlier in the article). More importantly, it is important to understand if you have someone trained within the company or 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 each 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.