Employees’ training and development is a continuous learning and applying process for all employees to ensure the needed qualification and expertise for the tasks they have to perform.
What should the employees training process focus on:
1.To teach all new employees the standards and procedures that they have to fulfill in their daily work.
Many companies develop products or software after specific standards. Those have defined a fixed process to be followed by all employees to ensure fulfillment of the standard.
Teaching all the employees the process that they have to follow, already from the beginning, ensures:
2. To allow employees to learn new skills or acquire knowledge from other teams/departments. This process is of advantage for the company in case of reskilling.
The articles from this category focus on topics like:
1. mistakes done in the presence training
2. how those mistakes can be fixed with digital trainings
3. the differences between experts and novices in how they learn
4. how to increase employees motivation for learning during trainings
5. how to get rid of ineffective training habits
What determines some people to focus on money and what determines some others to desire more knowledge or esteem? Do all the employees have a career development need or does everybody want just more money? Those are only some of the topics that I would like to clarify in this article.
Total 2018 U.S. training payroll increased nearly 13 percent to $47 billion" Being aware of the above numbers, in order to realize what "ineffective training habits" means I will quote Charles A. Jaffe: "It's not your salary that makes you rich, it's your spending habits"
"In the beginner's mind, there are many possibilities, but in the expert's there are few." (Shunryu-Suzuki) Studies and research have shown that experts share some common characteristics.The first major difference between experts and novices relays in how they learn.
Employee training is most effective when you convert classroom training to eLearning. Traditional methods often fail because they do not match employees’ needs or cognitive principles.
