Personnel corporate training

Today’s market is changing rapidly every year. To remain competitive, its players need to adapt to it and update their ways of working. That is why companies are becoming increasingly aware of the need for employee continuous training and development. This is an important business process designed to systemically train qualified staff. In this lesson, you’ll learn about the main objectives of this process. You’ll realize that learning continuity is an important growth component for both an individual worker and the organization as a whole.

You’ll also learn how to create a personnel training system in an organization.

You are already aware that companies need to invest in training their employees. Not only does it improve their occupational skills and job performance, but it also contributes to business growth.

Corporate training can be internal and external. You can run training in-house or use the services of third-party business coaches and training centers. But which is more effective? In this lesson you’ll find answers to the question. We’ll discuss the specifics of internal and external corporate training and its trends.

There is the "half-life of skills" concept in the US. It means the period of time during which half of the acquired knowledge becomes obsolete. Stephane Kasriel, head of Commerce and Financial Technologies at Meta, believes that the approximate half-life is five years. Progress is a constant phenomenon, and if a company fails to regularly provide upskilling opportunities, it is sure to gradually fall behind the market. How do you determine who needs to be trained and whose skills are sufficient to do their job effectively? You’ll learn about it in this lesson.

Additionally, you’ll master methods to identify personnel training needs and get a handout with questions for training needs analysis.

Andragogy is a discipline analyzing in detail the specifics of adult learning. The most prominent figure in this field was Malcolm Knowles, an American educator. His works are devoted to the specifics of adult teaching and strategies to improve its effectiveness. The nature of these specifics differs from those of children's learning. Each of them should be taken into account in crafting personnel training programs and instruction methods will differ accordingly. This lesson covers the main ones.

You’ll also study the generational theory that will help you appreciate the values of people of different generations.

Employee adaptation to new conditions is one of the key elements of successful onboarding. This applies to not only the company new workers, but also to those who changed positions, got promoted or transferred to another branch. Training, in turn, helps to not only enhance worker professionalism, but also to embrace the company culture and values. In this lesson, you’ll learn more about the ways to motivate employees through training and onboarding.

Additionally, you’ll explore coaching in GROW leaders training.

Corporate training involves strategic long-term planning of developing in-house personnel to equip them with new skills in order to take on more senior positions and to improve their performance. A training plan, usually aligned with the company's strategic business area, includes both current and future goals. In this lesson, you'll learn how to craft a strategy in a way that takes all the details into account.

Our supplementary materials feature a training planning template as well as a workforce development strategy.

Imagine that you ran a training program in your company. You will then have to evaluate its effectiveness. It will help you to identify what should be improved or modified, and what components can be left as-is. In this lesson, you’ll learn what criteria are used to evaluate personnel training.

In addition, you’ll explore the Donald Kirkpatrick model for training effectiveness evaluation.