Why train your staff?

Fierce competiveness, technological change and dynamically changing market propel enterprises to continually invest in their staff development. This, being a challenge, requires relying on organizational skills in the workplace, such as flexibility, staff’s fast learning capabilities or high competences. Raising work effectiveness and efficiency, followed by staff development, are no longer a novelty but a standard. With the pace of change, the bar of competition is raised and both enterprises and employees can move onto the new height. Importantly enough, the employee is perceived not only as a contributor to operational costs, but also as a part of company assets. This being so, more and more efforts are directed towards staff development. Human capital is understood to be the sum of all human skills, capabilities, personality traits, commitment, potential and creativity embodied in the workforce of an organization. It is crucial for each individual to excel, gain expertise in new fields and develop practical skills, as all of those aspects boost the effectiveness and excellence at work.

Definition of Training

The term ‘training’ refers to all forms of activities aiming at: raising staffs’ qualifications and skills that further enhance their motivation to and effectiveness at work, developing employees’ personality traits, aiding the newcomers’ to adjust to the corporate life and familiarizing them with their work responsibilities. Training should be viewed as an investment, yielding payback in job performance and quality of work, broadening employees’ knowledge base. They fill in the gaps in work knowledge and help gain new skills for future career growth, be it either a promotion or position re-assignment. Employee taking part in training programmes is an effective employee, with enhanced skills and experience, and, as such, he is well aware of his high market value.

Training programmes can be labeled as either open or closed. Taking part in open training session is voluntary and open to all willing to enhance their skills in all sorts of fields. It is usually targeted at a specific profession group.
Closed training sessions are catered to the company’s specific needs and directed to the staff members exclusively, with the people outside of the company being restricted to attend. Usually, presence is mandatory and the session is generally preceded by a background check.
The importance of training lies in helping trainees integrate. As a group, they share information, knowledge and experience. As a result of a training session, a social network can be formed, aiding the professional endeavors.
The choice of the appropriate training method depends on various aspects, such as: the purpose of the training, teaching method, motivation, target group characteristics, organizational structure or training duration.

Training sessions are key to enhancing knowledge, gaining valuable skills and, most importantly, invaluable experience. As for today, these are the best assets one can have when running for a dream job that actually pays well. Training programmes raise the status quo of the enterprise, its prestige and credibility. With no doubt whatsoever, dynamically expanding organizations owe their success to investing in professional approach to human capital.

Sowelo Consulting offers Headhunting Trainings.

References:

• Armstrong, M. Zarządzanie zasobami ludzkimi: strategia i działanie. Wydawnictwo Profesjonalnej Szkoły Biznesu, 1998.
• Kostera, M. Zarządzanie personelem. Warszawa: Polskie Wydawnictwo Ekonomiczne, 2000, p.109.
• Lewicka, D. Zarządzanie kapitałem ludzkim w polskich przedsiębiorstwach. Wydawnictwo Naukowe PWN, 2010.
• Łaguna, M. Szkolenia. Gdańsk: Gdańskie Wydawnictwo Psychologiczne, 2004, p. 13.
• Rae, L. Efektywne szkolenie, techniki doskonalenia umiejętności trenerskich, Wydawnictwo Oficyna.