What do you know about training and development in companies? This set of actions is one of the most effective and fundamental tactics when we think about increasing productivity, engagement and efficiency in the tasks proposed by the corporation.
Consider this example: suppose you need to do a job but the skills you need are beyond your control. It is essential that you try to train yourself in some way to successfully accomplish that task.
That way, in a next task, when facing this same difficulty, you will have the necessary knowledge to overcome it with more speed, efficiency and skill, doing an even better job than the previous one. This is what we call training.
The improvement of skills that touch your work have the power to transform and improve your performance, as well as the final result that you deliver to the team.
If the training and development of a single person can improve the outcome of a project, imagine what the training of an entire team can do for the company’s performance.
It is exactly about training and development that we will cover in this article – so you will be able to create a team of talent for your business!
What is the Difference Between Training and Development?
Before we move on, it is important that you understand that training and development are two different actions, but of equal importance. First, let’s see what training is:
When we talk about employee training, we talk about the training process around a position.
When a position is taken on by a new employee, they need to be trained in the responsibilities and difficulties that surround them. The training, then, aims to decrease the chances of the person making mistakes, teaching the points that require more focus and promoting job security.
Since training basically prepares a person (or a group of people) for the necessary skills within their role in the company, it happens on time. Normally, due to its punctual characteristic, training in companies takes place in weeks, days or even in a few hours.
There is also a sense of urgency: while training does not take place, the company may be producing less than it should or it may be that the employee in question is likely to cause waste or be involved in accidents at work.
The development process, on the other hand, aims at the growth of the individual within the professional skills that his job demands. While training looks to anticipate problems of the present, development focuses on anticipating those of the future – such as trends and market opportunities, new goals, consumer demands, company image, productivity and innovation.
The duration of development actions can vary more than the time required for training – here, depending on the proposed actions, it may need a longer period to have the desired effect.
If your company has a Design team, for example, a good development action may be to always try to provide lectures and courses that involve skills in the area.
This is a way to awaken or create new skills, ensuring improved performance, expertise and results presented by the team, as well as new ideas about what can be produced by them.
Another example is the reign of leaders , which, aiming at better management of other employees, reflects in better qualified teams and, therefore, in better final results for the company.
How to Prepare Training and Development Processes.
Now that we are able to differentiate the concepts of training and development and understand the importance of each of them within the work environment, let’s move on to a more practical part: how to plan the actions of each of them.
# 1 Identifying needs.
The first step in creating effective training and development actions in companies is to understand their business environment and how it works. This process is important so that you have a clear understanding of the needs it demands and, thus, to be able to develop effective activities to supply them.
From there, you will need to organize these needs:
- what should be prioritized?
- What demands a longer process?
- Which of them involve more people and, therefore, a greater investment?
Questions like these will guide you in the next step, in which you will structure the activities.
# 2 Elaboration and application.
At first, you need to identify key points so that you can design activities efficiently and ensure that they bring the desired results. Draw your planning with the following points in mind:
- final objective of that action;
- methodology to be used;
- training duration;
- date, time and place where it will be applied.
When establishing these guidelines, it is important that you understand that the training and development of employees, for having different purposes, must also be provided in different ways.
Thinking about team development actions, leave aside traditional teaching procedures: the idea here is to promote dialogue and exercises in which members will be able to learn together what is proposed.
When talking about training, however, understand that the process is more direct and can be presented in a more technical and less flexible way than recommended for the personal development process, since it aims at rapid learning.
# 3 Monitoring results.
An equally important part of your company’s training and development processes is monitoring results – so you can have a broader picture of your actions and be able to judge their effectiveness.
Exactly because of its most urgent and practical characteristic, verifying the effectiveness of training is simpler – its almost immediate impact is clearly seen. In terms of development, their perception of effectiveness happens more in the long run, not least because each employee can internalize activities in different ways and put them into practice in different ways.
The impacts of this strategy on your business.
More qualified and motivated team.
You may be tired of reading in this article that investing in training and development will make your team more qualified, but even so it is always good to reiterate this aspect. With the increase in expertise, the more motivated employees will feel to perform their activities and, therefore, the more innovative ideas can emerge.
In addition, studies already show that companies composed of motivated people stand out in the market because they have a higher level of productivity, competence and innovation. That is, when applying training and development processes of your employees you achieve competitive advantage when facing your competitors.
In a scenario in which companies suffer from employee retention problems , conducting these professional and personal growth activities makes employees see greater value in the corporation and create stronger ties with it. In this way, the investment in training and development allows not only to help with performance, but to keep talented people in your company.
Corporations are increasingly valuing the training and development processes of their employees, precisely because they realize the positive impacts they can have on the development and results presented by the company itself in the market. And today, it is already possible that your team’s training will be even more effective and demand a lower cost with the help of videos in your strategy!
To understand how to incorporate online videos into your exercise planning, we’ve created a comprehensive guide for you! Just click on the link or image below to access the material.