Training is a substantial tool for professional growth in a demanding and competitive world. It allows access to better locations in the company, increase knowledge, apply new skills in labor production, among other virtues. It is a process of development of skills that perfects the performance of the worker and the suitability of the organization.
It is important that companies incorporate mechanisms aimed at promoting an efficient training system to strengthen the capacities of their collaborators and, consequently, turn what they have acquired into their occupations. It should be understood as an expression of corporate culture that leads to the continuous progression of the internal public and contributes to promoting optimal ways of working.
Within this context, it is necessary that the training be duly evaluated and analyzed by the Human Resources area, which will determine the individual and collective absences in order to implement programs based on indicators, budgets, goals and objectives. It should not be understood as holding conferences, chatting or workshops without addressing the needs and purposes of the institution. There are still companies where it is designed without the slightest planning and, therefore, lacks the study that indicates the requirements.
The training provides qualified human resources in skills and attitudes for high performance; encourages a sense of responsibility; achieves the development of executives and employees in their current and future positions; it keeps the staff up-to-date with technological changes by providing information and, finally, it achieves positive variations in their behavior in order to improve interpersonal relationships.
In addition, it requires a system that must be put into operation. This begins by diagnosing internal deficiencies. Performance analysis and reports for each area are essential at this stage. Unsatisfactory performances are usually reflected in visible deficiencies or gaps in the functions of a position in the corporation.
A second step is the preparation of the annual training plan, which requires the information sent by all spheres. It is recommended to proceed in a planned manner in order to collect the supporting research for the decision making. It is pertinent to carry out surveys, interviews with bosses, questionnaires, performance evaluations, study of the organizational climate and discussion meetings, to have a precise foundation.
Its projection will consider the type of methodology, assigned hours of duration, chosen topics, speakers, facilitators, printed materials, evaluation, costs, etc. One factor to take into account is the schedule in which it will be done. It is not always convenient for it to be carried out after the completion of daily tasks, nor in times when the participant faces pressures such as the closing of the sales season, presentation of balance sheets, annual reports, the eve of year-end celebrations and others that impair your interest and assistance in training.
It is suggested to proceed with the deployment of training activities (based on the identified requirements) and their permanent evaluation aimed at knowing their benefit and application. The evaluation stage should not be underestimated, it is one of the most essential to know the qualitative value of what has been learned and its use. For this, the knowledge acquired, the increase in skills are measured and the fulfillment of objectives is ascertained.
Also, we must consider training not only in areas of operational interest, as in many cases. It is essential to structure programs that favor motivation, integration, socialization and internal cohesion. It is convenient to worry about teaching influential topics in individual progress and, consequently, in professional consolidation such as self-esteem, attention to the public, human relations, professional image, social etiquette, emotional intelligence, etc.
It is an invaluable help factor in consolidating the relationship between the employee and the company, strengthens their sense of identification, stimulates new achievements and benefits the company. It is an element that, added to stimuli, awards and incentives, will serve to forge a good organizational coexistence. It is the best investment in a serious, modern and forward-thinking corporation.
(*) Teacher, lecturer, journalist, consultant in event organization, protocol, professional image and social etiquette.
