We want here only to point out some interesting aspects that you and your company must bear in mind when making such an important decision.
Contributions to complete this list are welcome, so we invite you to complete this list of tips for good training.
1. First the individual. If you want your investment to be multiplied multiple times, think about your internal customer, accept that they are first people and then agents of productivity generation. When this fact is accepted, it is easier for processes such as teamwork and motivation to occur in the company.
How much money have you invested in internal training processes that respond to top management guidelines and not to the real needs of the base team?
2. Take care of your investment. No serious Company can come before you, promising to solve your productivity problems based on a series of isolated formations.
The best way to lose your investment is to allow yourself to be led by the proposal of people who promise to motivate your staff, with just one work session, since what is known as the "Alka Seltzer Effect" can occur.
Your staff will be very excited about the sporadic training and surely a week later they will have forgotten what the facilitator taught. To take care of your investment, first draw a north and preferably proposals that invite you to advance processes.
3. You deserve to be with the best. If you are determined to invest in your people, try to have the best team at your disposal. Do not choose a proposal based on its cost.
Build indicators to identify which proposal meets the requirements and negotiate with the selected one. Cheap is usually expensive.
4. Marketing to the Internal Client. It is extremely important to carry out a detailed study of the internal customer present in our companies.
People are the fundamental piece in the life of a company and, a firm, whatever its orientation, demands the clear knowledge of its work team.
It is not enough to have the best of products but you have absolute clarity about the internal customer, which is, after all, the extension of your Company.
What are their concerns, their training needs, how to implement a culture of customer service, how to generate a sense of belonging, among other aspects, are a basic part of the internal customer marketing process, facing the training and development process that It is intended to run in the company.
5. Consider the following questions. Is there a diagnosis of real training ?. Is there a job profile and skills analysis? How well do you know your people? Does your team know and share the Company's policies? Does everyone know and share the vision, mission and principles of the Company ?.
6. Measure results. This element will make the impact of the training process within the company tangible.
An adequate gap analysis will facilitate decision making on which elements should be reinforced or corrected with future training actions.
7. Sell the idea. In some countries and in some companies, training is seen as a waste of time and as an obligation for the worker; It is common to observe companies that distribute lists with the courses assigned to each member of the team (without the latter having participated directly) and during non-working hours, which normally generates a rejection by the latter.
Training is the best investment that a company and an individual can make; Both parties must give up a little of their space to advance this process.
8. Outdoor. Whenever possible, prefer to advance training in spaces far from the workplace, since this contributes to raising synergy and concentration levels of people.
9. Feedback. This phase must have at least three main actors: the company or person you hire to carry out the training process, the person responsible for the process within it and its people. Correctly reading the signals presented by the different parties will help you to continue improving in the development process of your company.
Continuous improvement must be part of the way of life.
Surely, many connoisseurs of the matter, will jump to the fore and point out with reason, that these are very few tips for such an important process, but we already ratify our invitation to send their contributions and build a detailed list of tips for all Entrepreneurs and people responsible for the training process find a basic guide that allows them to properly guide themselves along the path of development. Welcome therefore the comments.
