Every organisation often wants to develop their staff so that they can perform their respective roles more effectively with enriched skills and knowledge.
My organisation encourages me to have 100 hours of professional training yearly.
Professional development also provides opportunities for staff to learn new skills for future job requirements.
The fact is not every staff is provided the training that is essential or necessary.
There are many organisations that may have exhausted their yearly training fund without careful planning.
Area Of Needs
When our staff obviously has the skills needed for the present job requirement, there is no point getting our staff to be trained in the same area again.
We need to identify the area of needs so that the training can raise the overall performance of the staff.
One of our staff can handle his job scope well but often gets into misunderstanding with other staff due to communication problems.
This may have hindered the smooth operation of the task under his care.
With this in mind, we should not be sending him for training in his job skill but in his effective communication.
Right Training Vendors
On the portfolio, every training company would showcase what they can offer but not every training company can provide the effective training based on their descriptions.
The need to check the track records of the training company and find out from others how effective is their delivering of stated objectives.
There can be many training programmes that look so impressive but these programmes may not be delivered effectively to benefit our staff.
Carefully screening is therefore crucial before rushing into sending our staff for training.
Future development of our organisation
We need to carefully consider what are the future directions and plans of our organisation.
By identifying the future plans, we can identify the skills needed to fulfil our future directions.
With strategic planning, we identify suitable staff to undergo these trainings to support our future plans.
We must ensure we send staff whom we can trust and loyal to our organisation because staff poaching is not uncommon.
By developing a staff who ends up leaving the company is losing our investment in our training for the staff.
Staff interest
The attitude of staff for professional development is also important.
When we send staff, who are not interested in the training that we send, they may not learn effectively.
When interest and training do not match, we are wasting our company training fund.
We must conduct effective staff survey to match the right training to the right staff.
We should never send staff for training randomly without getting a survey done.
In conclusion
Getting staff to clock in many hours of training may sound really good but there can be backfired when your staff are too tired to perform their jobs probably.
We must ensure we take into considerations of our staff well-being and provide a good training plan that do not affect their personal time for rest and family matters.
Disclaimer: This is my personal reflection and I am not in any position to instruct anyone what they should do. I am not responsible for any action taken as a result of this post. My post can only be a reference for your further research and growth. By reading this post, you acknowledge and accept that. All images and pictures were taken from google images that are free from copyright under labelled for reuse.
Posted from my blog with SteemPress : http://fun2learn.vornix.blog/2019/02/01/rethink-your-staff-development/
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