Training and employee growth are two of the most fundamental factors in the development of both the employee and one’s respective employer. Ambitious employees who foresee future development and investment in their career need to develop their skills to make themselves more attractive to their current or prospective employers. Training to develop skills which already exist or perhaps even discovering new ones can be a foundation that opens up opportunities towards career development. It can help us grow and achieve career advancements where we are, or secure a different job with another employer.
Participating and engaging in staff training is key development to one’s expertise and it is vital to all concerned. It does pay to be continually aware of what is on offer wherever we work. I feel that being passive will unfortunately lead to missing out on possibly attractive opportunities that may develop one’s skills and increase competence that would surely attract potential new employers.
In-house training vs outsourced
Many companies would have a training and development division that is either an integral part of the human resources department or choosing to have it outsourced. This would involve conducting regular skills assessments to determine which skills the company’s employees need to possess. More often than not, new areas of training take place as a result of changes in legislation, developments in technology or the need to better understand the quality of our positions within the organisation.
Other companies organise a substantial amount of courses each year, providing training for all employees. Employers usually ask their team leaders and managers about what training is required hence giving them the opportunity to come up with ideas and determine the training they feel would be necessary. Courses are given to all levels of staff including management and leadership development for senior employees and perhaps workshops for junior members of staff. Certain training courses or workshops can be presented by internal staff members should there be the right expertise in-house, so it is not always necessary to opt for external training providers.
For most of us, our first experiences of training occur whilst attending an induction meeting where we would learn more about our new employer and how our positions and relationships of employment are applied in practice.
Training does not only consist of teaching and empowering people for work-related tasks but personal development plays a major part here. In Malta, for example, we are seeing a influx of foreigners moving and working in Malta. These people need to be trained like every other employee, part of this training would be knowledge and guidance about Malta, culture, daily life tips etc. If you are a foreigner reading this article, we at Vacancy Centre have a large list of jobs in Malta for English speaking.
Training needs vary depending on one’s knowledge and according to the sector and area within a company, however, there are several common subjects that can be addressed simultaneously. The development of key personal skills is an important category. Organising workshop topics in this area should include Communication, Public Speaking, Time Management, Negotiating Skills and Managing Stress.
Another highly important topic and legal obligation is that of safety at work that must be addressed, hence one would look out for courses based on First Aid, Fire Safety, Risk Assessment and the Control of Substances Hazardous to Health.
From my experience within different work environments, I believe it is essential for employees to be sensitive to the needs of different groups of colleagues. On this aspect many training personnel run courses on diversity, cultural and disability awareness which is an integral part of who we come across in our daily lives.
Companies take their training investment for their staff seriously and the range of available courses to employees is extensive. Furthermore, as staff members we often have the right to attend training every year as part of our continuing professional development, so managers are generally encouraging.
Getting good advice about your career and training is essential in making the right choice as this encourages you in building career management confidence. Whether you are a student or an existing member in the workforce, you would need to develop your ability to make effective career choices, build professional networks, promote your strengths and at the same time deal with career uncertainty during any change within an organisation and life. Building workplace confidence comes with time and experience. One develops skills such as communication, team work, assertiveness and productivity which helps us be more effective in our day-to-day role. Leadership confidence would follow this path when an employee develops their capability to progress successfully into management and leadership roles, hence enhancing the ability in taking on strategic decisions which complements the potential of their own team.
Improved employee performance
The main focus of training and development is to equip people to become independent and allow them to ask relevant questions when connecting principles to actual experiences. We live in a world where we have to be realistic when training people and when looking at fulfilling careers.
We are always looking for ways to enhance what we do and it is indeed healthy to carry on in this direction. Through experience, research and also when interacting with others, I believe that the best way to help other people to learn is through continuous self-learning, willingness and reflection.
Finally, employees who are smart, efficient and most experienced are the key attributes to a company’s success.
Sarah Miceli is the VacancyCentre Team Leader.