Your employees are an important resource to your company, which is why you need to work on their career development. To do that, you need to set up employee training and development plans.
While both training new employees and professional development seem the same, they’re not. Employee training consists of any program, the aim of which is to increase employees’ knowledge and soft skills for the betterment of both the company and the employees’ career paths. Employee development, on the other hand, is a planned development process where the employees learn and grow through self-assessment of existing skill sets.
Employee training and development activities are a step above employee benefits, in terms of top talent retention-related importance. Basically, instead of providing a basic financial benefit such as a Whole Foods (Amazon) or Macy’s credit card, which is a win-win.
Employee training entails every opportunity through which employees learn new skills and knowledge for the job they’re doing. The idea is to help employees learn and apply them so that they can achieve business objectives and their own career goals better. Training is usually a short term practice and tends to focus on the present. It’s mostly job-oriented and the primary motivator is the trainer.
The end objective of all training is to improve employee work performance management. The good thing is that you don’t have to necessarily provide training to people individually, as it usually works best when there are multiple people present. Lastly, training is almost always related to a specific job or environment.
The employee training process is not complicated, only a little long. If you want to conduct employee learning that will positively impact your company, follow these steps.
- Identify any specific performance improvement opportunities or problems that employees have.
- Evaluate what kind of training will be needed.
- Examine the level of knowledge needed and the skills required to make sense of the training.
- Develop the appropriate training resources taking into account all the employees who will be part of it.
- Assemble the appropriate training materials such as online learning guides.
- Conduct your training on a pre-scheduled date.
- Monitor and review the effects of the training. Also, ask your current employees for feedback on the training so you can improve your methods for future references.
It doesn’t matter what kind of training you’re doing, job training, promotional training, induction training, or internship training, you can follow these steps.
Implications of Employee Training
Employee training usually results in the following.
- You will see better employee performance and motivation.
- Your employees will develop new skills and polish old ones.
- You will see a boost in productivity. You will see this change both qualitatively and quantitatively.
- You will build confidence in your employees.
- A more cooperative environment will brew in your company.
- You will see less employee turnover, which means you will have more employee retention.
- There will most likely be fewer accidents.
Overall, employee training ensures your employees are up to date with company practices and the industry.
Employee development is when you build an on-going systematic procedure of learning and development for your employees. The idea is to enhance the conceptual and theoretical knowledge and skills of employees for work efficiency and effectiveness.
Employee development is not only done professionally but personally too. This means it involves making positive changes to employees’ attitudes and personalities as well. This helps them face future challenges and develop a competitive mindset.
Employee development is long-term and focuses on the future of employees. This means that employee development is usually done on retaining employees who are going to be with your company for the long haul. The program is usually career-oriented and the entire learning process depends on the employees themselves.
Employee development is usually focused on one employee at a time. Which is why executive or manager-level employees are chosen for it. There are several ways to cater to employee development needs, including mentoring, counseling, coaching, role-playing, job-rotation, conference training, case studies, and special projects among other things.
Implications of Employee Development
Employee development usually results in the following.
- Your employee’s career is developed along with their professional reputation.
- Your employee grows personally. Their people skills, attitude, and personalities are improved according to company requirements.
- Your employees get better at handling crises, new challenges, and unforeseen issues.
- Lesser resources are required compared to employee training because employee development is self-directed.
- Since you are most likely targeting a manager-level employee, there is a good chance that what they learn will be passed on to the employees working under them.
Overall, employee development is a one-person program that can eventually translate into a better return on investment and increased employee engagement.
Every organization needs some vital organizational elements, such as benefits management, and an employee development plan. Employee training and development are two other such elements. However, it’s important to differentiate which employees need training and who needs development and to grab all development opportunities. A general rule is that new or employees with fewer than 3 years of experience usually need employee training. While manager-level employees and above or employees who have been with the company for more than 3 years require employee development.
In the end, it’s about helping your employees grow and improve so your company can grow alongside.