People don't buy products, they buy what the products do for them ”Wolfgang Castillo Castro.
Expense or investment ?, is one of the questions that accompanies managers when they must make the decision to allocate economic resources to train, educate or train their personnel.
Experiences within organizations have shown, in more than a few cases, that people who attend seminars and other training events return to their jobs in the same conditions in which they left, even, sometimes, their performance decreases.
In the cases of executive training, the results are not better, the investments made in universities and other training institutions are not necessarily rewarded in the management they carry out.
The causes can be many and very varied, among them we can mention some:
- Seminars and workshops that do not respond to a real need for performance improvement in the people who attend Programs that are taken to be fashionable or by advertising impulse An inadequate diagnosis of training needs Assign staff to workshops and seminars as a reward No have a system of measurement and impact of learning. Ignore the level of transfer of learning from the classroom to the workplace. Do not monitor and control the programs and seminars conducted. Ignore the importance of measuring the quality of training providers. Believe that training is the solution to all the productivity problems of the company. Do not make the ROI (Return on investment) to the training programs.
Is the training of any use?
Of course, it is an opportunity for the company to develop its potential in its collaborators and put them at the service of its corporate results.
Some benefits of a training plan aimed at improving the skills and abilities of staff are:
1. Development of commitment to the task and the organization.
2. Increased personal and team productivity.
3. Support in self motivation for the development of your management.
4. Self knowledge of strengths and weaknesses in each person.
5. Implementation of managerial skills
6. Improvement of teamwork and work team.
7. Assessment of your own abilities (Self confidence).
8. Updating of specialized knowledge.
9. Innovation in managerial and management practices.
10. Recognition of skills and knowledge to develop.
Finally, training is a means to achieve the expected improvement results in personnel and productivity for the organization, but it is not the only one, there are other types of interventions that can lead to the expected results in such a way that managers finally They can enthusiastically say that it was worth the investment (not the expense) that was made in training.
