The professional world is constantly evolving and many companies include the implementation of a training activity in their strategy. Apart from monetizing your expertise, organizing a training activity can also benefit each of your employees, who will be able to highlight their expertise and upgrade their skills.
Some advantages of investing in a training activity
Most of the time, the development of a training activity emanates from a customer request. They find that your service / product complements perfectly with training they would like to follow. There is therefore an effect of opportunity which entails a desire to organize it.
Another reason to develop a training activity, that of using an expertise that you have in-house with sometimes not optimized resources. It is then a question of highlighting it in order to enhance it. Some employees find it a form of development and an opportunity to upgrade their skills. The development of a training activity can enhance their tasks, make them more motivated and make them understand that they have real expertise that is not found everywhere.
The first steps to create an organization
We are at a key stage in the life of companies because employees are entering their company’s premises again and many of them have realized the importance of acquiring new skills and they will ask their managers to obtain rewarding training. The field of training will become a promising sector.
Whether it is an SME or a VSE, it seems obvious not to get started at random. You’ll need to take steps so you don’t end up with training you will never market.
Setting up a training organization can be time consuming and can span several months. Find out how to apply this beneficial plan within your company.
1 / Carry out an assessment
Start by collecting data from the past year’s results and see what your best accomplishments have been and where you can improve. It is about understanding how your company brings added value to the market and determining its area of expertise. To carry out the assessment, map the resources and skills in the company in order to know where opportunities could emerge.
If your expertise applies to your industry, know that certain skills are sometimes useful in related fields and you will need to be open-minded to understand the needs of the market. Take the opportunity to check if your budget management is consistent and realistic with the development of a new training activity.
2 / Specify training needs
To properly target these needs, you must be aware of the gap that exists between the current skills of your employees and those demanded by the market. There is no point in offering training that no one needs or that is aimed only at a niche too small to allow you to achieve profitability in the activity. This step allows you to set the training (s) you wish to offer as well as realistic and appropriate objectives for the development of the training activity.
Different ways of acting are available to you for setting up the project: seminars given on site or outside the office, mutual aid and discussion meetings, individual or collective coaching , improvement workshops … you will have to determine which ones you want to put in place.
3 / Inform your employees
The development of a training activity will be facilitated by the involvement of your employees. It is above all about submitting the project to your employees and informing them of your expectations and your objectives.
Unless you want to carry out all the training yourself, involving them remains a fundamental step and it is often advisable to create a training committee, in which employees and members of management participate.
Developing a training activity allows your employees to develop their skills and retain them. Stay flexible and do not hesitate to make adjustments if necessary during the course of your project to create a training organization. Subsequently, rigorous monitoring of the impact of your training plan within the company will allow you to adjust your operating method as it evolves.