Monthly Archives: February 2012

Weighing in on the Training Scale

Like people, training comes in different packages. Put another way, training suits different purposes—and it scales from individuals to organizations.

  • Individuals take training to gain new knowledge and skills that will help them do their current job better, earn a promotion, or launch a promising new career path.
  • Projects often include a training line item in order for team members to acquire the technical skills they need to complete the project on time and on spec. The skills team members acquire are almost always transferable to future projects.
  • Departments often have training plans for each job role. Training is used to onboard new employees and support annual performance objectives for all employees. Training plans are a great tool to document the knowledge and skills needed for each position and assist with recruiting and evaluating job candidates.
  • Organizations increasingly see the benefits of staff development. Staff development includes training but more fundamentally, it encompasses the organization’s belief that investment in their human talent is directly linked to meeting long-term business goals. When integrated into the fabric of an organization, money spent on staff development pays off when it comes to the organization’s bottom line. Because when individuals are empowered to perform to their potential—and they believe the organization is vested in their success—productivity, loyalty, and innovation have a rich environment in which to thrive.

Think about it. Where is your organization on the training scale? Where would you like it to be?

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