Each corporation admits the importance of the training programs, it is a necessity unanimously accepted with its role to create and sustain specialists and motivate employees with potential to be developed.

At the beginning of the year, General Managers want to validate the training program, HR departments make efforts to identify the needs and approve the budgets, managers make recommendations during assessment programs, but how many things out of the ones proposed finalize by showing real value at the end of the year?

It is interesting that, generally, managers consider mostly the motivating role of the training; they see in it a direct advantage which they hope that the employee will immediately appreciate becoming more motivated and more efficient. ìTheoreticallyî managers recommend that the members of their teams participate at as many training programs as possible so that they may work with well prepared employees, in reality they forget to follow up the need and they seldom have a follow up of the medium and long term results. Regarding the short term result, most of the time the follow up is materialized in a standard question and an answer adequate to company policy:
ì – How did you find the training program?î
ì- Interesting, indeed!

It is common that in corporations managers should plead for the importance of participation into the training programs, but still seldom they find the right moment. The time proposed for the training programs is always too busy and nothing else can be done for the moment except daily tasks without taking into account that the information received and animation can bring a real advantage to make the activity more efficient. The good balance between what it is needed today and what we propose for tomorrow reflects our capacity to grow the business and, at the same time, to administrate correctly our resources.
It is one of the essential roles of a good manager to conceive and respect the training plan of his team. This is not possible without finding backup solutions when it is needed and without understanding training need as much as understanding daily tasks necessity.

Choosing the right training is a management exercise sustained by Human Resources. Real training needs correlated not only with actual business context, but also with individual development plan must be correctly covered. A manager must understand the training needs of the members of his team, to correlate them with the group needs and to propose the development plan to Human Resource who must administrate the budget, establish the achievement standards and find solutions for efficient relationship and communication within training project. The employee must find in the training his/her own training needs and the development trend already established with the manager and with Human Resource Department.
For a training to be seen as a benefit for the employee point of view, its utility must be very clear from the beginning, also to be appreciated both as a content, as exposing method, participants animation and networking. A weak content or a wrongly organized training will be not only ignored as benefit, even if most of the time it involves important costs, but it can bring a lot of frustration.

Training brings a both ways advantage: for the employee and for the company. If the benefit is only felt unilaterally, by any of the sides, this cannot be the basis of a long lasting construction and it cannot reach the objective it was designed for.
Each training program must contain some specific elements for the company, it must transmit organizational culture messages and it must animate the team and assure communication and relationship flows.

Training does not mean several hours of information, but it means a well designed plan, with known objectives shared by all the participants. Also, as important as training itself it is the follow up of the results and empowers the participants to reach the business objectives and sustained by the training.

Training is far away of being just an expense; it is a source of income as long as it is well administrated (as any other source of income). Training is an excellent tool for internal communication, if the messages sent are correctly transmitted and appropriate flows are created by a healthy organizational culture. Training must be a gate to the future, the basis for coherent development of the business and team animation.

A good training can be better appreciated than a bonus and can bring much more benefits to people and to the company. We know the secret, just let us prove!

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