We are starting a new year, new challenges and objectives and today we want to share our training roadmap: the key to personal and organizational growth. Our mission as talent and people management professionals is for them to be fully aligned and committed; in short, that its performance is excellent. To do this, we must provide them with the necessary tools to obtain personal, business and team benefits, without forgetting that “people” are what is important.
We are all aware of the importance of training, of developing our teams so that they grow within our Organizations and to get the most out of our Training Plans to obtain the best results.
As Henry Ford said: “There is only one thing worse than training your employees and making them leave. Not training them to stay.”
How do we set up our training plan? We will do so through a trip where we will make 4 stops:
- Listening and Understanding: to the Organization, to the departments and to the people. We need to know each area of our company, its mission, its concerns, its challenges, its difficulties, its conflicts, what are the figures they handle and, above all, which people make up each of these areas, which teams and what resources.
- Analyze and Identify: key points to align with the strategy. This involves identifying and shaping all patterns that appear in the information we collect through needs screening questionnaires or other systems that we use in our Organizations.
- Communicate and Execute: be able to convey the importance of training and communicate the key points (actions, investment, groups, objectives… We also have to be able to publicize the effort made by the Organization and the HR department to carry out this whole process of helping people to grow and continue advancing in their jobs, and to execute this training so that it in turn serves as a motivational tool.
- Measuring and Evaluating Results: How to Measure Return on Investment, How Training Impacts Business and People. At this point we must establish the main indicators for our Organization and the model to be applied. (Ex: Kirkpatrick model)
From the Organization we must understand that training must be aligned with our company’s strategy and, therefore, the methodology to be followed should be an experiential methodology so that what we have learned can be applied on a day-to-day basis and in the workplace, which will allow us to create better collaborative environments.
When we refer to experiential methodology, we must apply it to both technical training and skills training. We must not forget the emotional part, the part of skills that we must also worry about our employees and ourselves learning.
Let us also teach, through our training plans, to motivate, to lead, to delegate, to manage, …; From the Human Resources Department we must be proactive, we must be promoters and we will launch these skills trainings that help our staff to develop those competencies that will help them to promote personally and professionally.
At Psicotec, we propose our training programs on the idea of growth based on three competency pillars (person-team-leadership), framed in our PSIC methodological approach: Think, Feel, Internalize and Create, which generate experiences that impact on people’s development.
We are doubly committed to the improvement and development of people’s skills. Not only do we identify those candidates who will best fit a given position and organization, but we are also committed to the training and development of their personal, relational and leadership skills as a path to self-realization and the deep bond between company and employee
From HR we must get the student to think, to awaken feelings in them so that they can internalize what they have learned and, from there, they can create, because as Confucius said, “They told me about it and I forgot it, I saw it and I understood it, I did it and I learned it”.
Talk? If you have any questions about training, we are at your disposal at formacion@psicotec.es