| This contest is fueled by the following news: |
| | In modern business conditions, employee professionalism plays the defining role in the further growth of the company. The heads of companies are aware of it and start investing money in upgrading the educational qualifications of the personnel.
The main forms of training which are prevalent in the market at present are: business training and business seminars. Also, corporate training and seminars are quite popular.
The basic distinction between corporate training and seminars and other forms of training is their individual approach to each client, and also some features connected with the group dynamics of audiences. The participants of corporate training are acquainted with each other, have developed relations and already got used to work in a team. It, of course, influences both on the training process and on the end results. The effects of corporate training and seminars are distributed on everyone, as they are all in a collective with new skills and have obtained experience with the application of new skills in practice.
Participants of business seminars and business training usually don't know each other and have no teamwork experience, which should be considered during training.
A difference between training and seminars also exists. Training is provided with exercises, in which participants are involved. This ensures profound consolidation of the obtained skills and such a form of training is more often used when consolidation of skills at an unconscious level is required.
What is corporate training? Nowadays, is corporate training a craze or a way of developing companies? What is to be done so that the investment in corporate training is repaid?
Today, probably, not a single company exists, which is unfamiliar with the word “training”. The overwhelming majority of organizations know the difference between “open” training and “corporate”. But, the exact purpose and essence of corporate training, what tasks can be resolved with its help and what results are to be expected – not many understand this.
For many companies, corporate training is a craze. “The competitor does it so that means it is necessary for me to do the same”. The desire “to be no worse than others” is characteristic for corporate mentality. Or even: “Should be like everyone”. It would seem that it is not bad enough, maybe, even good, but … to survive in ever-increasing competent conditions, it is important to learn to be different from others.
The second popular belief pertaining to corporate training is the notation that training is a “magic wand”. They say that it is necessary to undergo corporate training, and life will be settled: sales will go up, profits will increase, the personnel become more loyal and the company – successful. Only one thing is required – to pay a few bucks for training companies and that’s it … As they say, “it is too good to be true”.
Certainly, any training will yield some results. But the boss, as a rule, wishes to receive “all and that too, at once”.
Companies frequently consult the trainer-consultant as a doctor, and this analogy is quite appropriate: if something is not good in the organization, it is logical to assume that the “organism” company is not healthy. A good trainer-consultant, as a good doctor, first would want to analyze so as to establish the true reasons for “illness”. All things begin here …
You can inquire: “Well, how do you achieve the expected results from corporate training?”
It is obvious that we should be prepared for this process. Preparation is required both from the trainer as well as from the company.
The trainer should understand and feel the situation in the company, inquire into all subtleties, therefore, if you are the head – provide the trainer with maximum information; any minute detail can be important.
In the first place, a clear understanding is required from the head, that the training allows the participants to acquire or develop some skills. But, as a one-time measure without consolidation of achieved results, it can have only have a short-term effect.
So that the effect is long-term, all sets of measures is required. The good trainer-consultant will definitely give you recommendations on how to support and develop the acquired skills. Rather serious measures may be required: revision of motivational schemes of trained employees, updating the business process of interaction with clients or something else.
Finally, you, as head of the company, should tune the employees for forthcoming training of personnel. First of all, training for them is a signal, that the “administration is not satisfied with them” or a threat remains forever and the spirit of the employees will not be the best and obviously is not conducive for fruitful training.
If the participants are told that the company is investing in their development because it has faith in them and connects the future of the organization with them, then employees will like it. Besides, it is important to convince them, so that employees see the connection between increased work efficiency and growth prosperity, both of the organization as well as the personal. |
|
|
|
|
|
