Companies invest a lot of time and money in training and development of employees in order to retain the best professionals and, thanks to them, even their business success. Many employee training initiatives, however, fail, which companies often try to deal with by further increasing the investments. The question is whether this is the right way to follow. If you don't want to fail again, you should realize three basic myths that surround employee training and development, as described by the HR Magazine website.
First myth: Employee training is a responsibility of the company
Corporate strategy defines the basic learning needs in this area, HR professionals offer specific educational products and metrics and line managers lead their subordinates to get further developed. All this, however, can only work under the assumption that each and every employee will understand his development needs and will want to learn.
Second myth: Occasional training is enough to achieve competitiveness
An occasional course or seminar will encourage your employees' motivation to further development. In today's rapidly changing environment, continual improvement through daily practice is much more crucial. Long-term success depends on continual learning from daily feedback.
Third myth: Development must necessarily lead to better performance
Improving the effectiveness and results should, of course, be your primary objective. At the same time, you should, however, perceive also the short-term effects of education and especially be flexible. Feel free to experiment and change priorities.
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