It's Importance:
We are at a time when employees are looking for work that offers them professional development and enhances their skills. Not only does he assign them routine work and offer them monthly salaries! Staff debates predominate on the reasons for their lack of continuity in their current work.
Often, they do not have sufficient professional development or enhance their skills and competencies. Here lies the role of the leader and the institution, in order to have a successful, productive and sophisticated work environment, care must be taken to provide professional training for employees.
It is important in improving performance ability, upgrading competencies and productivity, developing skills, and satisfying employees with the working environment. and increasing their self-confidence. So providing additional training helps create a happy and productive workforce. Training is important at all stages of recruitment and for all staff. It is essential to stay abreast of rapidly changing technologies in the working environment. It is also necessary when moving a person from one mission to another.
Although many company owners recognize the importance of training programs for employees. However, many ignore these requirements for several reasons, including:
- To achieve immediate and effortless material gain.
- because they think the effort is going to be more than the dividend.
- The main cause is often the material cost of exercises.
But it’s important to know that companies with training and development programs have a competitive advantage that outperforms their competitors. Studies have demonstrated increased productivity, increased employee retention among these companies, resulting in a more interactive workforce and enhanced customer satisfaction.
The systems of these companies also deal with newcomers better where knowledge is easily shared. As a result of the company’s organizational structure, it can easily address any internal weaknesses. If you own a professional company and seek to attract highly qualified people, your chance increases by 30 to 40%. If you possess a high training and staff development culture.
If you do not possess this culture and attribute it to the employee as a type of self-education. By doing so, you increase the rate of your employees leaving office by 70%. Especially if they are millennials, then the percentage will rise to 86%. Such ratios show how much impact the training and development of employees makes and the importance they offer to the labor market.
Staff training refers to the staff member's teaching process to master new skills in order to help him or her improve his or her performance. In the thing where he gets trained. Staff training is a key objective as the staff member will be on a date with a clear improvement in his or her career performance and skills.
Training or training programs may include different forms and types of forms
Useful training program for the company and employees:
This type of software is the best. Because it develops all the skills that benefit the company and the staff. This program works to achieve all of the company's objectives as well as strengthen the relationship with customers.
Staff-only training program:
It is a training program in which an employee participates in order to develop all his personal abilities. However, this training does not serve the work directly, and only benefits the employee without the company's benefit.
The company's useful training programme and not for the employee:
It offers training that the company imposes on the employee without the employee's willingness to participate. For example, the aim of that program is to use a particular program.
Types of training
The types of training vary, here's some of them:
- Training of attendees under the supervision of trainers:
It requires an actual presence with the trainer or group of trainers who will manage and implement the training process, where the trainer’s throwing of scientific material is part of the courses. Training may involve some practical application to ensure that the information is properly communicated to attendees. But generally, this type of training is more theoretical.
- E-training:
The scientific material is made available to the trainee online. Whether through live streaming where the trainer meets trainees electronically, or through recorded training materials. This type of training saves time and effort. It does not require the trainee to move from his place to the training site.
- Training using simulation:
Training is limited to dangerous areas such as pilot training and physician training through tools that mimic real experience, making it not a common type of training.
- Direct practical training:
This training depends on the practical and direct interaction between the employee who needs training and the trainer who helps this employee to overcome certain weaknesses. It is not a group of employees together, so this training does not work for a large segment of the staff.
The training program requires the organization's time and effort to invest in it. It is therefore necessary to be careful when starting the development of a training program. Development of the staff training plan; It is considered as the compass that guides the company during the conduct of the training process. If they are properly and well prepared, their results will be positive for all.
However, it is not easy to establish a successful training plan and because staff training requires capabilities and expertise that may not be available within the organization. Some institutions use other companies specializing in staff training to provide them with training programs and professional educational pathways dedicated to staff.
Phases of establishment of a staff training plan:
The training plan consists of several stages:
First: Setting the objectives of the training program
To create a training plan for employees you need to set the goals you want to achieve through this training. They must be measurable, as this is useful in verifying that training reaches its objectives. identifying problems in case of failure and working to solve them.
At this stage you must be sure that senior management and individual departments agree on development and training objectives. It must determine the size of the budget allocated to training. At this point, you also need to compare your new plan to previous achievements so that you can identify skills gaps and then take action to address them.
Second:Assessment of staff members’ training needs
This process is critical because it identifies staff members’ needs in detail and precisely. At this stage, these training needs must be arranged according to the company’s priorities.
Training needs assessment includes some difficulties. These include time factor and cost assessment problems.
The difficulties related to the unique concepts and characteristics of each organization and the accurate identification of the weaknesses, strength and skills of each staff member.It is therefore important to recognize these difficulties at an early stage in assessing training needs and properly to arrive at appropriate and more effective solutions.
There are many tools that can help companies at the valuation stage. One of the lowest and easiest tools is online evaluations dedicated to measuring, evaluating and analyzing the organization’s and staff’s needs. and knowledge of both strengths and weaknesses.
These evaluations are presented by specialized evaluation and development platforms such as Upskillable. It is an Arab platform that provides advisory services and a number of evaluations, including assessment of leadership skills, psychological measurements, innate/mental abilities, assessment of organizational capacity and other evaluations.
A platform that provides services at the level of Saudi Arabia and at the Arab and Gulf levels. It provides its services in an integrated manner so that it is in stages beginning with evaluation, then analysis and follow-up, and finally helping to develop. Upskillable assessments and other platforms can help you at this and next stages of the training plan.
Third: Analysis of staff training needs
Analysis of training needs is to gather the information necessary to know the actual level of staff capabilities and their current capabilities and also to know the level to which the organization wishes to reach.
And that is done by knowing the answers to the following questions:
Analysis of training needs is to gather the information necessary to know the actual level of staff capabilities and their current capabilities and also to know the level to which the organization wishes to reach.
– What training patterns are suitable for employees?
– Who are the employees targeted in the training plan?
– How will a timetable be established that allows training to be completed as soon as possible without affecting employees’ work or personal lives?
– How can training results be measured and analyzed?
Therefore, employees’ abilities and skills need to be analyzed at several levels and this requires comparison with the requirements of each job. Then make sure they are able to carry out the work they are assigned to. According to the company’s aspirations, vision and future goals, the enterprise can bridge the gap between the current level and the desired performance.
When analyzed, the requirements will be as follows:
1-Training needs at the enterprise level:
addresses the weakness or inadequacy of the enterprise’s work. To highlight and eliminate this shortcoming by developing and training on better ways of working.
2-Career training needs: the skills, knowledge and trends necessary to accomplish the various tasks in the institution.
3-Training needs at the individual level: This is in the event of some’s lack of experience and skills alone.
Fourth: Setting the schedule for the training plan
It is important to take into account organization and time management. So before the training program begins, there must be a clear plan on when the training program will start and the training courses included and when the training will end, with adequate time allowed for training and learning. All these requirements must be clear to management and staff.
So choose a form of flexible training like e-training. It will certainly have a positive impact on the time factor and the staff member’s ability to complete training from anywhere and at any time.
Fifth: Measuring and analyzing training results
It is not right to wait until the training starts and then we look for ways to measure and analyze the training results. The decision must be taken in advance. Preliminary results and indicators are two types and we should pay attention to each and measure and analyze them as results of the training process.
How staff interact with and benefit from training varies from the type of training chosen. For example, e-trainings have features that allow their administrators to obtain detailed reports on staff members’ results, level of assimilation and interaction with training activities.
Phases of establishment of a staff training plan:
We have discussed in this article the importance of investing in the training of employees, what it is like, what it looks like, what it is like and how to plan it well within certain stages that employers or human resources officials must follow while preparing a training plan or hiring a company specializing in training.
Invest in training your employees and enhance your company’s success. This is a positive return. Use the Upskillable platform to be with you step by step from evaluation to analysis and development through a range of solutions, advisory services and assessments that measure your company and your employees and meet all your requirements.
