Managing staff training: feasibility and approaches

Any successful organization, no matter how high technology it may own, no matter how expensive its equipment, is strong primarily by its employees. Competent management of personnel training is a pledge of prosperity and successful development in business. What should a career manager take into account, and in what ways can you improve productivity?

First, the management of staff training must be based on the real needs and opportunities of both people and the enterprise itself. Unfortunately, recently the management of the professional training of personnel is often based on the principle of "residual". For example, you need to quickly use the budget allocated for this purpose, you need to justify the expenses, support any organization or sponsors. At the same time, they are taught not by those and not by whom and what is needed. For example, all sorts of psychological training, on the one hand, of course, could bring some benefit - for example, to teach employees assertiveness or the ability to effectively use time. But if the tasks do not change, if the daily routine and goals are set "from above", psychological trainings are perceived only as entertainment, as a way to escape from work. Similarly, the management of personnel training in foreign languages looks like. The goal of the firm is to make the most of using the new knowledge of employees, and not to "check" and be noted as an "advanced organization". Therefore, it makes no sense to spend corporate money, for example, to ensure that everyone has completed an English course. Let those who really can use it in their practice are actively engaged in language.

Secondly, the psychological component is extremely important. It is on skillful motivation that effective staff management is based . Distance learning, refresher courses, study at the workplace should not be a privilege, nor be carried out in an orderly manner. Employees should see the appropriateness of acquiring new knowledge and skills. For example, it is good to use financial motivation: salary increase may depend on the level of education and training of an employee. The management of staff training should be carried out without pressure and a system of penalties or fines.

In our time, more and more young people are disappointed in formal higher and professional education, believing that the "crusts" will not give them real knowledge or real advantages in the labor market. And often they are right. University education is rapidly losing prestige not only because of the drop in quality, but also because it does not provide training in accordance with the requirements of the time. That is why in the hands of the employer the competent use of various methods of professional development can be a successful method of increasing the loyalty of employees. The management of staff training should ideally be carried out according to individual schemes. If people do not feel their need and need for this organization, the risk of staff turnover is high . Consequently, the funds expended will be wasted. But if the management of staff training is performed correctly and in accordance with the individual approach, the loyalty and loyalty of the organization are increased. Employees feel sincere care for them and will be able to work with greater dedication.