Ask what your company wants to achieve through employee training. Then create the training strategy accordingly. Your strategy will be different when your goal is to be able to raise your own leaders in the future and different when your goal is to launch a new product portfolio quickly.
3. Focus training on individual skill gaps
In addition to the overall business strategy, you should also count on the fact that each employee has his or her goals. Your education strategy should be flexible enough for managers and employees to have a say in what they need in terms of training. At the same time, remember that not every employee will need to be trained in all parts of his or her competency model. Performance evaluation will help you discover the specific training needs.
4. Automate the entire process
Consider investing in a learning management system (LMS) that will help you create a centralized environment for managing talent. Create and follow reports about how you are meeting your training goals that are linked to the corporate strategy. Develop employees according to their individual needs.
Does the system of performance evaluations and employee training in your company follow these rules? How do you work with competency models?
-Kk-
Article source HR Zone - British website focused on HR