HR Course Tips: Training & Development

HR Training

We have put together a selection of free course options and specializations for training & development. Always know which one is best for you!

The training and development of people is today one of the main factors for the success of an organization. This is because, with an increasingly competitive market, the constant updating and qualification of professionals within the company gives it a great advantage in productivity and innovation. Therefore, HR professionals specializing in this area are becoming increasingly prominent.

The HR professional who holds positions as a Training and Development Analyst is responsible for surveying the organization’s training needs, preparing internal training materials and manuals , as well as disseminating courses and lectures to employees, often also being responsible. the logistical part of this process.

These actions help qualify and retain professionals according to current trends by aligning their activities with the organization’s objectives. Thus, the result is significant improvements in the quality of work.

While contributing together for better results, training and development are not the same thing. Let’s better understand each of these concepts and their importance to an organization:

Difference Between Training and Development

The concept of training is usually associated with professional training, whether individual or group. Its main objective is to deepen and direct the knowledge and skills of the professional to the specific needs of his position within the company, so that he can perform it more efficiently. Thus, the training is associated with specific skills, which will have practical application in the daily routine of the professional in his position within the organization. Some of the goals of a training
can be: improve and increase productivity , qualify, promote workplace safety, decrease rework and present the company’s organizational culture .

Development is usually understood as a broader process than training, with the individual improvement character of the employee. This is not only professional, but also personal growth, aimed at exploring one’s learning potential. The development consists in offering the collaborator conditions and support to make better use of his abilities, apply his knowledge and experiences in search of solutions to any new situation that arises. This professional has a greater predisposition to enjoy their training and, consequently, be more productive.

That is, development is a process of continuous improvement. It also influences the organizational climate as it seeks to maximize performance and improve results. However, it is a process that demonstrates medium and long term returns, which can make it difficult to implement if HR is not really focused on this type of outcome.

Types of Training

There are several possibilities to apply employee training processes in companies. Today, some factors are making distance training increasingly popular. However, this is not always the best option. Know more:

On-site Training

The face-to-face training is more traditional in companies and has the presence of an instructor and the class receiving the training. It can take place in classrooms, vocational schools or in adapted places in the workplace, which is called “in-company training”. Among the main advantages of this type of training are the possibility of instant feedback , easier subject depth and the creation of a relationship network between the staff and the instructor.

Distance Training

Companies that already have a developing technology culture are more likely to apply online training. It is also possible to choose a mixed model of distance learning and face to face, thus promoting the integration of its different advantages and objectives. An online platform can offer many learning possibilities: from training and instruction, and even a communication channel between the company and the employee. In addition, travel and infrastructure costs for classroom training are higher than virtual ones. EAD values fall further when considering the time saved in training that can be reversed in production.

In-service training

Training in one’s own work environment usually aims at developing specific skills, especially technical ones. With the greater proximity between the subject and their daily activities, the employee has an additional motivation to learn.

This type of training often occurs in industries and retail. For example, when you go to a store and are serviced by an employee with a badge that says “In Training”: this is an example of in-service training. The main advantage here is to put the employee in direct contact with the challenges he will face. This generates a level of urgency, requires more attention and a fast learning for the employee.

Caster or “AS IS” actuation

This type of training consists of relocating employees from their positions to others, or giving them assignments that go beyond two standard activities to prepare them for other positions. Acting “as is” is a term to indicate someone working as someone else, ie with other activities. In addition to broadening the employee’s vision, it makes them more prepared to take on new roles in the future without the need for very intensive training.
There are other types of training that can be tailored to the needs of each company. With increased integration and a better relationship within the company, it is possible to prepare employees to increasingly have professional growth.

The Importance of Organizational Development

A very common mistake in companies is to invest a lot of time and money in technical training and little in the professional and personal development of workers.

Organizations fail to see the benefits that personal development programs can bring to people and, consequently, to the company. Personal development is based on self-knowledge, identification of strengths and weaknesses and preparation of plans and actions for individual growth.

Modern managers need to keep in mind that it is necessary to develop people, not just professionals. Professional with good personal development seek to evolve the way they deal with everyday situations, and can gain knowledge and develop their skills on their own. Therefore, developing Development programs with these objectives has long-term benefits for the organization, which will have more proactive, self-taught and versatile employees in the face of challenges.

What is an Individual Development Plan?

The PDI, Individual Development Plan, is a planning done with a certain professional so that he can develop his career , as well as other important skills so that he can assume certain roles within an organization. The Personal Development Plan must take into account both the company’s specific interests as well as the employee’s professional aspirations and aspirations. PDI serves as a fundamental pillar for a company’s leadership system , as this process can help strengthen the potential of each talent in a targeted and therefore very effective way.

By applying the Personal Development Plan, the leader can maximize his team’s ability to perform by promoting the high performance culture. This is a method that provides short, medium and long term results. This is because professionals are being developed to meet both the immediate needs of the organization as well as to meet new challenges and responsibilities brought about by future projects. Nowadays there are a number of human resources training courses were available in online through that you can gain more knowledge about HR training and development.

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