Thinking about employee training, are you hiring your first employees? The competitive market environment constantly requires more and more new competencies of personnel. The current skills of any specialist may not be sufficient to complete the assigned tasks. Therefore, the success of a business depends on the constant development of employees. The organization of corporate personnel training involves several main stages.

Here are the top 5 Skills to Prioritize For Your Employees

Creating a high-performance learning environment

Employee training is directly related to how competitive the company will be and its place in the market. It is not enough to hire qualified specialists: the market is constantly evolving, new technologies are being introduced, and recent trends appear that require employees to update their knowledge regularly.

Moreover, it is challenging to find a personnel who initially fully advise the company’s requirements: often, even in organizations belonging to the same segment, different standards and rules of work apply. In addition, college curricula do not change as quickly and do not quite meet modern business needs. The solution to these problems is the introduction of corporate training programs.

Innovation and digital opportunity

In a recent survey, two-thirds of business leaders said it would no longer be competitive if their company did not become more digital by 2021. But in HR, digitalization is changing everything, from core functions like hiring and developing employees to introducing new challenges like improving productivity.

On average, the HR department uses eleven different systems just for recruiting. Some such tools include how to convert to pdf and unzip files. With the digital transformation, it is increasingly important to have integrated systems to maintain accuracy and efficiency. In addition, HR professionals need to process large volumes of data, which is impossible without a reliable software solution that can adapt to the company’s growth and ultimately expand the capabilities of reporting and analytics.

Location-based strategies

Place-based approaches that take into account the supply side of the workplace (workers) primarily target the characteristics of the people in the region or community where the training program will take place. Location-based strategies often help participants gain initial access to the labor market while addressing other critical issues in the region, such as housing. In general, location-based approaches aim to educate the unemployed and improve their skills to enter the labor market. Site-specific strategies have been criticized for quickly finding work for participants rather than assessing the quality of that work.

Providing a skill structure

The benefits of in-house training are that it is less costly, strengthens corporate relationships, and can track and adjust the process. However, internal knowledge is not always sufficient, especially when teaching new technologies and methods. External methods of staff development allow to learn from outside experience and, as a rule, provide more structured knowledge. Possible options:

• Lectures, seminars, conferences. Such events are usually short-lived – from one to several days. It is advisable to apply these methods if you need to acquaint employees with new tools, teach more modern technologies, tell them about extraordinary ways of solving work problems.
• Employee Training. At such an event, an experienced coach shares his skills and best practices. It is worth sending employees to training if necessary to increase the level of knowledge in the current position.
• Professional courses. A longer and often more expensive option. However, the effect of vocational training is much higher. Employees improve their existing knowledge and undergo complete retraining, taking into account modern requirements for the position. For instance, nurses that attend these courses are known to show their professionalism in nursing and have more success with their job.

Employee empowerment

The thought behind employee empowerment is that it empowers individuals and thus fosters happier employees. By making choices and participating at a more responsible level, employees become more invested in their company. They often see themselves as representatives of the company.

When employees feel they have a choice and can make immediate decisions, it often leads to increased self-esteem. In a model where power is closely tied to a sense of self, the possession of some power is valuable. An employee who does not feel constant observation and criticism is more likely to view the work than in a negative environment positively.

Conclusion

Be sure to track employee learning outcomes and progress. Did the employee training impact the financial performance? How much faster and more efficiently did employees begin to perform their duties? Has the quality of the product or service improved? Encourage those who have completed the training and apply the knowledge gained to the maximum in practice. Here’s a great part 3 series on Finding and Training Employees.