Corporate Training

Corporate training is part of an education strategy that aims to improve an employee’s skills according to their job and role. Therefore, the Corporate Training are classes and practices focused on objectives necessary for the profiles and companies.

Training and developing employees is essential for the company-employer relationship and, in the country, according to the Panorama of Training in Brazil 2019/2020 , carried out by ABTD – Brazilian Association of Training and Development and Integration – Business School, companies carry out in average 15 hours of training per employee, investing an average of R$652.00 per employee/year in training and development.

Corporate training can be directed to any employee, regardless of their position, as long as their content has to do with their work. In this way, this is a learning method that encompasses all sectors, from the production line to leadership positions.

Training Strategy

The training strategy may include technical objectives, such as teaching new tools, learning processes and requirements, or behavioral objectives, encouraging leadership , communication and necessary skills for individuals or groups, for example.

In addition, training may have different modalities such as: those developed and applied in the company itself, those applied in the company, but which are contracted from companies or specialized consultancies or online , developed in EAD platforms or corporate universities.

Trainings can also rely on different teaching techniques, such as gamification , lectures, dynamics, video content, microlearning , handouts, assessment activities, among others.

It is always important to emphasize that, even though they are complementary concepts and strategies, training and development are different things. Corporate training is the process aimed at improving the performance of employees’ roles, while development is an ongoing strategy, focused on long-term performance and professional skill, not just for that role, but focusing on development as a whole.

What Are The Benefits Of Corporate Training?

More than talking about what corporate training is, it is essential to point out its benefits to understand how it works in practice within the company. Check out some improvements that this strategy can bring to your business.

Increased productivity

Business results are directly linked to employees’ productivity and way of working. Having a training policy develops employees in their roles, making tasks better performed, increasing team productivity.

In addition, trained employees perform their tasks faster, with quality and assertiveness, reducing errors and rework, which generate large costs and waste of time.

Better engagement and motivation

Employees who feel valued by companies are naturally more engaged and motivated in carrying out their jobs. In addition, corporate training makes employees more clear about their tasks, feeling more confident in the organizational environment, providing innovation and results.

Improvement in the organizational climate

The motivation and engagement of employees, in addition to improving results, makes employees work in groups to achieve goals, improving the organizational climate .

In addition, collective corporate training allows members of different teams to get to know each other better, increasing team engagement, making them better understand each other’s work and seeing the importance of each function in the company, increasing group trust. and teamwork.

Reduce turnover and attract talent

Training programs allow employees to grow professionally and personally within the company. When feeling valued and with possibilities for career growth, it becomes more difficult for professionals to want to change organizations.

It is natural that within an organization there is turnover and exchange of employees, but reducing this number is important because it reduces costs, reduces the work of attracting, selecting, onboarding and training newcomers and maintains the motivation of the team.

Creates competitive differential

When a company invests in its employees , it means that it seeks innovation, development and advancement of its people. This makes the organization stand out in the market, improving its organizational image compared to competitors and attracting new talents who share these business values.

 How to structure training in the organization?

The trainings require several steps for its accomplishment and good results. It is not enough just to design a training day and continue with the work routine , it is necessary to structure training programs so that this learning methodology is frequent in the organization.

 We have separated some important tips for your company to put into practice when structuring this strategy, check it out!

 Identify needs and plan

The first step in any business Corporate Training action is planning, so corporate training would be no different. It is necessary to study the organization, understand its pains, strengths and weaknesses, assess which skills and behaviors are needed in the short, medium and long term to be developed and which sectors and people are most lacking in relation to these needs.

 If your company is missing the role of leaders, it is essential to train leadership behaviors, if there are many errors in processes, you need to train employees on them, if there are new tools and your organization wants to implement them, you need to teach employees, for example.

 Understand what needs to be trained and define priorities and urgencies that impact the result. Techniques such as Survey of Training Needs (LNT) , which include performance evaluation, questionnaires, interviews and observation, can be a good ally for this first moment of identification and planning.

Set goals

Based on the needs identified in the previous step, it is necessary to define goals and objectives with the implementation of training programs. These objectives Corporate Training must be specific, measurable and time-bound.

 It is important to have goals that are achievable , but that are not too simple so as not to discourage employees in the process.

 Know the public and define methodologies

Many managers and HR professionals know less about their internal audience than they should, so it is essential to know about employee profiles so that training is suitable for everyone.

 Understanding the needs, expectations, ways of working, the way of consuming information and personal and professional desires, for example, are essential to set up actions that generate engagement and results.

 For this, it is essential that HR works together with the leaders of each sector, seeking information on the development of employees . Knowing who to talk to internally is a basic rule for company communication that is often forgotten.

It is worth alternating between face-to-face and online training, for example, using gamification for assessments, missions and competitions, inserting microlearning into daily tasks with small doses of knowledge and always thinking of the employee as the most important part of learning, using active teaching methodologies .

 There are several tools that can be used by companies to prepare corporate training, from Word, Excel, PowerPoint, timers, meeting rooms, online platforms, gamification platforms, among others.

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