The high level of competition that companies face on a daily basis has created the need to invest in human capital, mainly by training it and carrying out proper management of effective teams. But… How should this learning be conceived? Through training and personal development . Over the years, its meaning has changed until it reached the approach we know today: an educational process with a common goal aimed at ensuring that the members of a team, whatever their level in the company hierarchy, , develop those attitudes and skills that will benefit themselves and the company.
This is how some human resources experts explain the differences between training and development: while the former thinks about the present, the latter focuses on the future. But, obviously, both concepts are characterized by having associated certain distinctives:
Those responsible for HR must take into account certain aspects when preparing training and personal development plans, such as perseverance , since the training of employees must be continuous; technology and innovation to always be up to date ; and personalization and focus. There are several types of training and development of people that can be applied within a company in order to achieve the desired results, both personally and professionally. What we call “being successful”:
Motivated employees, who are recognized as part of the company, are more likely to achieve the expected results. The ‘ What Workers Want’ report reveals that 3 out of 4 employees are not currently motivated by their work and are considering a change. Therefore, an adequate development and training program can only provide benefits such as increased productivity, attraction of better talent and development of new leaders, facilitating autonomy and self-confidence, promoting communication and reducing professional errors. And, by the way, we will be combating the constant rotation since it has been determined that it is too high.
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