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srmojumder966 · Taczkowiec Dołączył: 30 Paź 2024 Posty: 1

Today, a person receives more information in a few days than in the last century in a lifetime. The dynamic external environment forces us to constantly improve. Often, the knowledge obtained at a university is not enough, then additional education comes to the rescue. How to effectively train your employees, what nuances to take into account and what benefits this will bring to the organization - we will consider in the article.

Corporate personnel training is the acquisition of new knowledge and skills by employees of the organization, as well as the improvement of the level of qualification. Almost all areas of activity require constant study of new information - accountants must be aware of changes in tax legislation, it is important for sales managers to know all the intricacies of the offered goods and services, a marketer needs to be aware of new methods of promotion.

Corporate education expenses in the US in 2015 averaged $1,252 per employee. Europe is not far behind, with France spending about $30 billion a year on corporate training, and the UK spending almost $40 billion . Netology University estimated the Russian supplementary education market at 105.1 billion rubles in 2016 .

Types of corporate training
Depending on the employee's involvement, training can be passive (lectures, seminars, video tutorials) or active (trainings and internships). Any form of training has its pros and cons, so it is important to choose the one that best suits the training goals.

1. Introductory training of staff
A new employee undergoes training upon entering work. The instructor must show the employee how to correctly and safely perform their duties, effectively build the work process. It can be carried out in the form of instruction and internship.

2. Briefing
This is information about aspects of occupational safety, the basics of corporate culture, work activities with a demonstration of practical examples.

3. Internship
It usually lasts several days, during which time the employee performs his duties under the supervision of a mentor to gain work experience. Considering that the internship is the newcomer's first acquaintance with the workplace, it is important that it is conducted by an experienced person who can be contacted with any questions that arise. The disadvantage of this method is that the instructor is forced to be distracted from his work.

4. Face-to-face training of staff
Includes traditional forms of training: lectures, seminars, rotations and trainings. It can be one-time or systematic - for employees whose activities take place in a constantly changing environment

5. Lecture
This is the easiest way to organize training, but not the most effective. Much depends on the presenter, his ability to arouse interest and develop the topic, as well as the desire of employees to learn something new. Its main advantage is the coverage of a large number of listeners.

6. Seminar
It involves dialogue and greater involvement of participants. The presenter must overcome the initial wariness of the audience, motivate them to think and talk. Unlike a lecture, a seminar involves working in a small group. To train a large number of employees, it will be necessary to hold several seminars, which is more expensive and more difficult to organize.

7. Rotation
Internship of an employee in another department or in another specialty. It helps to better understand the essence of the work process, identify shortcomings in your work or in the work of colleagues. The disadvantages of this method are the complexity of organization and legal registration.

8. Training
This is a form of active learning website development service aimed at transferring knowledge, developing certain skills, and solving problems. The biggest advantage of training is the opportunity to gain practical skills and immediately apply new information in practice. Training can teach employees how to effectively negotiate, improve leadership skills, and pump up public speaking skills. Conducting training usually costs more than a lecture or seminar, but its effectiveness will pay off faster in the process of work.

9. Distance learning of personnel
It is becoming increasingly popular due to its relatively low cost, ease of organization, and the possibility of training directly at the workplace. In 2018, the online learning niche in Russia was estimated at 21 billion rubles, with 38% falling on business courses.

Online education includes:

Video lessons that involve independent study. You can watch them at a convenient time, at a comfortable pace. The disadvantage of video lessons is the lack of feedback from the teacher.
Online webinars , in which the presenter examines a specific topic, accompanying the story with a presentation on it. During the broadcast, viewers can ask questions in the chat, making this form of training more effective than video lessons. The downside of a webinar is that it must be viewed at a specific, predetermined time, so participants have to rearrange their schedule to participate in it. Sometimes the organizer provides a recording of the webinar, which allows you to watch it later, but this deprives you of the opportunity to participate in the discussion.
Online courses are a series of video lessons united by one topic. Courses usually involve feedback from the teacher, tests, and a certificate in case of successful completion of tests. Final testing allows you to immediately assess how effective the training was. The disadvantage of the courses is their duration; they require more discipline from the students.
Corporate Training - Who Conducts

Who conducts corporate staff training?
According to a HeadHunter survey, training personnel in a third-party organization is almost as effective as in your own school. Thus, 81% are satisfied with courses in another organization, and 73% with an internal school. Therefore, you can safely use both internal and external resources to improve the skills of employees.

1. Internal company trainer
Obvious advantages - the trainer is aware of the specifics of the organization's activities, is familiar with the team, and can offer the best training option for each employee. It is important that the teacher has authority, a high professional level, constantly improves training methods and maintains objectivity in decisions. Not all companies can afford to allocate a full-time position, and often the functions of the trainer are performed by an employee of the HR department.

2. Involvement of third-party organizations
A common option that allows you to choose a performer based on the organization's requests for training time , budget, and subject matter. The effectiveness of training is influenced by the professionalism of the presenters, so it is important to read reviews and recommendations.

3. External information resources
If an organization chooses online courses and webinars, it can save a lot of money – it is enough to pay for access to the lessons and provide the technical ability to take them.

4. Internal information resources
Any organization can be represented as a set of business processes, and instructions can be written for any process. Personnel adaptation will be easier if you record the work algorithms in writing and offer them to the employee for study. To increase efficiency, some instructions can be provided in the form of video lessons. Large organizations have huge libraries of courses, so the "MTS Corporate University" has 70 face-to-face trainings and 150 online courses in its portfolio.
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