Staff training is a combination of organizational and economic activities in the field of professional development and professional skill of staff, stimulating creativity, etc. The possibility of development should be provided to all, as a result of it not only improves the person himself, but also increases the competitiveness of the organization, in which he works.
Since learning is not something external to the main function of the organization, it should play a unifying role in achieving the organization's main goals. And if the company decided that staff should be trained, it is a sign of a successfully developing organization ready to invest in its future.
The development or training of personnel in the organization, in our opinion, can have three priority areas of application: when a new employee is hired, when an employee is already assigned to a new position, according to the results of personnel certification that reveals the employee's insufficient qualification.
Due to the fact that almost every organization operates in a rapidly changing environment, the skills and habits of the population change as quickly. In this regard, education and training must be continuous.
Advantages of conducting corporate business trainings
Business trainings are important, because they train and give the necessary skills for work. A large number of employees, even those with higher professional education, have gaps in knowledge. To fix this, you can send a person to the refresher courses, but if you consider that there may be several such workers, it will be very expensive and will take a long time. Therefore, a more convenient way is business training, which lasts from a few hours to a couple of days. Secondly, technology is constantly changing, and every day progress is faster and faster. In order for staff to keep up with new programs and trends, the employer needs to train the staff (see Personnel Training System, Forms and Methods of Personnel Training). And, finally, trainings often have a motivating basis, which allows to improve the quality of work of employees and to rally the collective.
But the company very well consider money. And the time spent on additional education is the time in which they do not earn a profit for the company. Probably, that's why the system of short-term training appeared, which was called "training".
The first advantage of the training is that it is conducted for people who are already engaged in practical management work. That is, for those who already know what problems arise in practice.
The second advantage is the program. It is designed in such a way that the theory immediately turns into practice. Since training is extremely limited in time, only theoretical material is given only if it is vital for that the actions of the participants were meaningful, and not a thoughtless execution of the algorithm or copying of the coach's actions.
The third advantage is the way of learning. The fact that the training format allows you to use the most reliable mechanism of knowledge - the game. As a child, we use this tool continuously, modeling different situations, borrowing behaviors of adults and developing their own. But when we become "adults" and "serious", we gradually abandon it. In short-term learning, simulating situations and finding the best options takes precedence. And it allows participants to learn much more than a lecture.
Some employees of the companies are very skeptical about the types of training and do not see any benefit from this. Training and pre-training work, help to remove resistance to training or reduce it.
In trainings very often training passes in a format of group work. Thanks to this, the participants develop the skills of teamwork, they have the opportunity to gain knowledge and information in the communication of interests.
The effect of any training is not long-term. Most often, it lasts no more than three months. The training is aimed at developing certain skills that employees need to use the next day after the training. At the training participants get a big emotional charge, but without "recharging" from the outside and sincere interest in the process, it also quickly escapes in real working conditions. Therefore, the training of the same employees in the training format should be conducted regularly, preferably every three to four months.
The principle "here and now" implies direct communication in a group that is considered the basis of your development, it requires abstraction from the past and the future. However, this principle is a kind of target for opponents of training format programs, since it distorts the communication process.
If we do not take into account past experience and, at the same time, digress from discussing future activities, we will deprive the originality of human relations. One of the critics noted that the activity of the training group is reduced to a mutual analysis of fleeting impressions. The results of such communication are unlikely to find application in everyday life, as people usually return to the habitual pattern of behavior, falling into the old conditions. Moreover, not for everyone it will be useful to expose the soul to strangers.
Another disadvantage is that the training of personal effectiveness is limited in time. Often right after its end, participants experience a tremendous emotional upsurge and a burst of energy, they have an irresistible desire to immediately introduce all the knowledge they have gained and apply tried and tested practices. It is worth noting that this period usually does not last long and in a couple of weeks people notice that everything is returning to its former places. And recently experienced bright emotions gradually supplant routine.
Those who want to "recharge" again are looking for opportunities to enroll in the next training of growth. They say that the consequences of trainings (and others too) are similar to drugs and cause dependence: if you go through them more than once every six months, the problems will not be long in coming. This addiction helps to reduce the impact of psychological shaking.
Conclusion
In other words, if the use of trainings is dosed, and participation in them is really important for you and can bring achievement of the desired goals, then this kind of self-development is able to benefit. In cases of excessive entrainment with this form of self-development, you run the risk of being in a condition that psychologists call "going away from life."
Works cited
1) Training Tough topics Liz Winfeld
2) Learning in the Workplace: Strategies for Effective Practice Stephen Billett
3) Training for a Smart Workforce Rod Gerber; Colin Lankshear
4) The Adult Learner, Malcolm S. Knowles Ph.D
5)Training on Trial: How Workplace Learning Must Reinvent Itself to Remain Relevant, James and Wendy Kirkpatrick,
