Any successful organization, no matter how high technology it owns, no matter how expensive its equipment, is strong first of all by its employees. Proper management of staff training is the key to prosperity and successful development in business. What should be taken into account by the personnel manager, and in what ways can one achieve improvement in labor productivity?
Firstly, the management of personnel training should be based on the real needs and capabilities of both people and the enterprise itself. Unfortunately, recently the management of staff training has often been based on the principle of “residualness”. For example, you need to quickly use the budget allocated for these purposes, you need to justify the costs, support some organization or sponsors. At the same time, they are not teaching those who are not what they need. For example, all sorts of psychological trainings, on the one hand, of course, could bring some benefit - for example, to teach workers assertiveness or the ability to use time effectively. But if at the same time the tasks do not change, if the daily routine and goals are already set “from above”, psychological trainings are perceived only as entertainment, as a way to escape from work. The management of staff training in foreign languages looks similar.
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goal is to make the most of the new knowledge of employees, and not to "tick" and be noted as a "leading organization". Therefore, it makes no sense to spend corporate money, for example, so that everyone takes an English course. Let those who can really use it in their practice practice language intensively.
Secondly, the psychological component is extremely important. It is on skillful motivation that effective personnel management is based . Correspondence courses, continuing education courses, studies at the workplace should not be either a privilege or performed in an orderly manner. Employees should see the feasibility of acquiring new knowledge and skills. For example, it is good to use financial motivation: an increase in salary may depend on the level of education and training of the employee. Management of staff training should be carried out without pressure and penalties or fines.
Nowadays, more and more young people are disappointed in formal higher and professional education, believing that the “crusts” will not give them either real knowledge or real advantages in the labor market. And often they are right. University education is rapidly losing its prestige, not only because of a drop in quality, but also because it does not provide training in accordance with the requirements of the time. That is why in the hands of the employer the competent use of various methods of advanced training can be a successful method of increasing employee loyalty. Training management should ideally be tailored to individual schemes. If people do not feel their need and need for this organization, the risk of staff turnover is high . Consequently, the money spent will be wasted. But if the management of staff training is carried out competently and in accordance with an individual approach, the loyalty and loyalty of the organization are increased. Workers feel sincere concern for them and will be able to work with greater dedication.