Nowadays, and above all in qualified professionals, the keys to attracting and retaining talent are not only focused on the economic aspect. More and more elements are used to attract and retain talent. In this sense, citing the report by Hay Group and APD in Spain, the main reasons for attracting talent are:
Main reasons for attracting Talent
This graph shows the great importance of professional development (20%), leadership in the sector (14%) and innovation (13%), undoing other concepts that traditionally had been considered definitive, such as remuneration (7%).
Within professional development, training is a key element. In addition, training has a factor that makes it different from other elements (such as the economic one) and that is that with training both the company and the person earn: the person develops professionally and the organization has more trained people and therefore more efficient and effective.
As you can see, at least on paper, it is very interesting. The less beautiful reality of training is that it is an investment in an asset that can leave the company and therefore lose that investment. In any case, it must be taken into account that training must always be integrated within a concept of talent retention and therefore low staff turnover, which always has more advantages than disadvantages.
In the same study by Hay Group and APD cited above, the difference in training appears according to the different sizes of companies where the clear difference in training actions between small and medium and large companies is observed:
Training differences between companies
From the professional point of view, their knowledge is a critical asset that gives them competitiveness and employability. In an environment in which change is a constant with a definitive impact of technologies and the economic situation, the professional needs to develop professionally. Therefore, what actions can the company take to meet this demand for continuous training?
In addition to traditional face-to-face training systems, an element of increasing importance in this context is e-learning. Tele-training meets two fundamental requirements that differentiate it from face-to-face training:
On the one hand, they meet the demand for training of professionals, allowing the flexibility of hiring courses "à la carte", that is, applying to each person the one they want, or the one who will take the best advantage of the company in relation to their job position..
On the other, they do not alter the development of the company as much. They can be carried out from the workstations themselves, and at specific times, without altering the life of the company, and without losing staff components for long periods of time.
They also have the characteristic of being able to work with them at the time of the day that is desired, and the professional, due to their training, finds no major inconvenience in following a non-contact course. The variety of online courses that the market offers, allows the company to continuously retrain its professionals, while attending to the needs of the company for new knowledge to undertake new projects.
In conclusion, talent management includes the variable "training" as one of the vital factors when creating, training and growing "honors" teams. The inclusion of training will make the professional's incentive according to their future perspective.
