It is clear that these three categories are not equal, and the main task of the training will be to quickly and effectively transfer personnel to a higher level.
You can turn newcomers into specialists through an internal training program. There will definitely be leading employees of the company who will conduct the training, especially if these additional responsibilities will have material support in the form of bonuses and awards. The program includes information about the company structure, job responsibilities, and the main points are worked out in practice.
After this, a mentoring system is introduced, when a newcomer is officially assigned to a more experienced employee (mentor). The mentor continues to train him during the work process and for some time is responsible for how the student copes with his duties.
It is not so easy to transfer a specialist to the category of a master. It is necessary to teach a person who already knows his business well to invest his inner potential in work, to show initiative and creativity for the benefit of the company. In this situation, business trainings will be needed, revealing and developing personal qualities for greater efficiency in work, especially in communication with a coach.
It will help a person to purchase shareholder database correctly place emphasis, establish a connection between personal goals and aspirations with professional activities in order to realize their own contribution to the common cause.
And what about those who fall into the category of masters? They can conduct training courses themselves, so listening to common truths at a business training is not interesting to them. But progress does not stand still, and even masters need to keep up with it, and continue to develop. Here again, you can use the company's internal resources and train masters based on specific actions. It is easy to organize such a process. This category of workers usually includes middle managers and top managers of various areas.
At the meeting, the practical problems of the organization are voiced, and each of the masters takes on the solution of one of them (reducing expenses in one of the areas of activity, developing a new product, determining an additional category of clients to attract, etc.). The group meets regularly and discusses the results that each participant has managed to achieve, the reasons for failures are identified together, and successes are assessed.
In addition to the fact that the company’s pressing issues are resolved in the process, each master undergoes effective training using their own and other people’s experience.
If a company has developed a systematic approach to personnel training, it will significantly save both time and money. After all, the main training takes place practically during work, by the employees themselves. The main thing is to analyze the composition of the workforce, find out who needs to be trained and why, and, based on this analysis, draw up a plan of training activities. A well-established system will work, providing the company with professional personnel at minimal cost.
When to train?
The main rule of any training is voluntary participation. Only if the employees themselves have expressed a desire to improve their qualifications, will the personnel training bring positive results. Most often, people agree to study, but there are cases of refusal. For example, when the salary level directly depends on the amount of working time.
By agreeing to study away from work, employees lose part of their income. Or a trip to the training center takes a lot of effort because it is located far from the place of work or residence. If the company organized a very expensive training, part of the cost of which was distributed among the participants, then the reason for refusal may be the employee's unwillingness to pay for the training out of his own pocket.
The material component is one of the most important conditions for motivation to take courses, for example, maintaining the average salary for this time. Therefore, the choice of a training company should be approached with all responsibility, paying attention to those teachers who can tell in detail about their methods of motivating employees.