Why Do Companies Encourage Employees' Skills Development?

22nd April 2022

Training and development for employees should be conducted throughout the year based on the requirements and not only during their induction period. Training styles for employees vary from employee to employee and it is dependent on the skillset and things that employees want to learn.

Certification in the Master of Arts in Education with learning and development accredited by multiple international bodies has designed a 21st-century-based curriculum ideal for corporate trainers. This course helps corporate trainers to identify the program requirement for employees. Skills for learning and development are a continuous learning process and corporate trainers know the best ways an employee can improve performance at work.

WHY MIGHT COMPANIES EMPHASIZE TRAINING AND DEVELOPMENT FOR MANAGERS AS WELL?

Well, to get things straight, not everyone is 100% equipped, and hence, to keep themselves upgraded and updated they also undergo various training. Instructor-led training can be hands-on training or online training. Adult learning or adult training refers to people who have reached the topmost positions of organizations and are yet ready to upskill themselves.

Human resource management and talent development management both coordinate to figure out what kind of training programs should be conducted. Online training can be conducted for outstation employees given this particular situation where there is still some restriction in traveling. A training session should not be time-consuming, should be cost-effective, and most importantly, must yield positive outcomes efficiently.

If you want to know, how training and development works watch this video:
 

HOW DO MEASURE EMPLOYEE DEVELOPMENT?

An ideal supervisor or team leader should be aware of her/his team members and their performance at work. Based on that, she/he should suggest the particular training that a (or more than one) team member needs.

There are numerous employee development methods. Let’s discuss those:

Training: This one is ideal when it comes to addressing soft skills and hard skills.

This method includes developing the skills of employees through a combination of lectures, hands-on training videos, podcasts, simulations, and individual/group-based assignments.

Formal training like classroom-based, instructor-led, eLearning courses and informal training like watching YouTube videos, reviewing educational blogs and posts on peer-group forums like LinkedIn or chat rooms, and self-study is exercised over here. Each option will be specific to an organization’s needs, and the subject at hand

Workshops: Workshops work awesome when there is a dire need to improve analytical skills as well as research-based skills. These work effectively to improve communication skills, team-playing, leadership skills, public speaking skills, and other soft skills. This broad range of input and knowledge can be useful in gaining new insights, troubleshooting, and opening up communication on best practices.

One the job training: OJT is perfect for employees who want to have abroad exposure and are looking for skills that will help them to grow professionally. This helps employees to have their soft skills improved.
The motto of on-the-job training is to provide everything to the employee for self-study while at work. Employees learn how to use certain tools or applications as they complete the assigned tasks. This is quite significant for developing employees and upskilling themselves as it is time-consuming for the organization to train every single employee based on their needs.

Coaching: One of the fantastic training styles for employees is the coaching method. Proper coaching session gives rise to an effective leader and thereby, the team management skills of an employee become highly efficient. Senior employees conduct coaching or mentoring sessions in a small group of junior employees or in one-to-one mode.

Mentoring, if done properly, is an excellent method but it has resulted in different ways in several scenarios. Often employees pick up the nature or habit of the mentors and execute strategies in a manner where they look like clones of their coaches. This is unwanted as the goal is to learn the process not to imitate the person who is exercising the powers.

Task rotation: Employees who are flexible to adapt to new roles or are looking for a lateral movement in their career, should opt for this training type. Besides, it boosts stress management skills, conflict resolution skills, and time management.

As the name says, the goal is to assign new tasks to employees who are looking for new roles. Employees are given stretch assignments where management works with employees to understand where they wish to improve, and then suggests appropriate assignments for employees to develop those skills.

Stretch assignments push an employee to go beyond the ultimate limit of her/his responsibility so that the additional skills they’re learning will not go in vain. These assignments could either be horizontal (tasking an employee to use additional skills to do more work similar to – though not the same - their existing role), or vertical (extending the scope of an employee’s role to cover downstream or upstream responsibilities).

TO END WITH:

With the help of a Masters of Arts in Education with Learning and Development, a corporate trainer will gain a thorough idea of how to train employees as per their requirements. Skills for learning and development are of utmost necessity and that is why companies emphasize upskilling or reskilling now and then. Some training might be time-consuming yet worth it. With proper training and development sessions, the performance at work becomes better.

Written By : Sudeshna Guha Thakurta