Dark and light sides of training

Service Business

The development of the company is significantly influenced by the increase in the skills and knowledge of its employees. In addition, innovations regularly appear in many areas, which related companies should immediately learn about in order to stay one step ahead of their competitors. For this purpose, managers send their subordinates to training. However, do they always bring positive results? Below are the advantages and disadvantages of training.

The benefits of training

Training has a great impact on the development of employees' skills, both technical and soft. The former are directly related to the work performed, and thus affect the results achieved in the company. However, the second type of skill is also valuable for the tasks you perform on a daily basis. Such abilities include, among others: dynamism of action, communication skills, creativity, flexibility and the ability to work in a group. The latter can significantly contribute to the success or, conversely, failure of a project.

Gaining or deepening knowledge can take the form of:

  • individual trainings - they are of a one-off nature and are aimed at specialists in a given field; help them refresh their information, learn about the latest solutions, as well as learn about typical behaviors in the industry and practices that may bring the most profitable results,

  • training cycles - participants update their information and regularly gain new skills; knowledge is passed on to them in parts, and after each of them they can immediately test it in practice; this way of conducting the courses allows for better consolidation of the obtained information and at the same time makes it more understandable.

In addition to professional benefits, training can provide a lot of positive effects also for the personality of employees. It is especially about those closely related to soft skills. They can increase a person's level of assertiveness, contribute to acquiring a new way of perceiving certain issues or stimulate their curiosity and creativity.

Increase of competences - increase of requirements

Although the previous part of the article lists the benefits that an employee who participated in various training courses can bring to the company, the chance of their occurrence is not always 100%. Research conducted on 750 publicly traded companies in the United States shows that the value of shares of companies investing in training is 5.6% less than for companies that do not. On the other hand, the article Playing the training game by the American HR Magazine presents possible reasons for this state of affairs. Among them appeared:

  • low quality of training implementation (which is influenced by particularly hasty construction of training programs);

  • little emphasis on the evaluation of the training - participants are only given questionnaires that exclude the possibility of discussing how to conduct the course;

  • too many "development" trainings - they involve preparing the employee for a possible change of position or taking on more responsible tasks.

The above-mentioned type of training means that a subordinate richer in specialist knowledge appreciates his value more - he expects an increase in his salary, as well as a promotion as soon as possible. When an employer does not want to offer him this, he may even go to the competition.

Preventive actions

However, the negative impact of training on employees is not a process that cannot be prevented. The most important thing in this case is that managers determine what effects they want to achieve by sending their subordinates to training courses. It is best if they are closely related to the current needs of the company. They should also try to reliably evaluate the training programs and their effectiveness. This approach will allow you to take full advantage of the numerous advantages of training.