By Tassos Toumasis
Over time, occupations evolve rapidly, often leading employees to lack full knowledge of their duties. For this reason, today their education and especially their internal education is more important than ever. It must be continuous, targeted and effective and not occasional.
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The break is planned if in the end the human resources of an organization are an investment or a cost. The reality is that human resources are a very important asset for an organization. Since it bears a large part of the cost, the success or failure of the policies it will follow regarding its staff is inextricably linked to the success or failure of the organization.
In the period we are going through, the crisis and the fiercest competition are forcing the organizations to change and adapt to the new and sometimes unknown conditions. This leads them to treat their human resources as capital and not as cost.
Education plays a vital role for the organization, since without it it will not be possible to achieve its goals.
INTERNAL EDUCATION
In general, internal training is preferred, because it is adapted to the characteristics of the organization but also to its particularities. It is more targeted based on its needs but also the requirements of the staff and the administration. In addition, it is considered that it immediately achieves its predetermined goals, because it takes corrective and corrective actions, depending on its particular characteristics.
The benefits for both the employer and the employee are many.
Initially, it leads to cost reduction by improving employee efficiency with the ultimate consequence of improving profitability. Employee consistency is ensured, which leads to increased productivity. Increased efficiency in completing processes results in improved workflow within an organization.
INTERPERSONAL RELATIONSHIPS
As a result of the training, there is an improvement in interpersonal relationships and communication within the organization through chain actions. Capable executives are created from within the organization. The morale of the employees is raised, the relations between them are improved, the creation of ties of the employees with the organization is strengthened. It develops and improves the employee-employer-boss-subordinate relationship and this results in a reduction in the need for employee supervision. It contributes to effective decision making and problem solving and provides information on future needs in all areas.
Enhances communication not only within the body but also externally. It improves the corporate image and makes him a more attractive employer but also his image towards associates and third parties. It contributes to the understanding and consolidation of its principles and policies to everyone involved.
CULTURE DEVELOPMENT
The ultimate goal of education is to develop a culture. It aims to improve performance to improve job knowledge and skills at all levels of the organization. Improves the overall capabilities of the organization resulting in improved dynamics. Continuous training and upgrading of the workforce encourages creativity. In an environment of continuous training and development, new ideas can be formed, some of which can bring significant financial benefits to an organization.
The employee recognizes that training improves and strengthens him. The better educated he is, the less difficult it is to cope with the demands of his job. It boosts his self-confidence and self-esteem and increases the satisfaction he receives from his work. It helps him to make better decisions and to effectively solve the various problems that arise in his daily life.
QUALIFICATION INCREASE
An important capital is the increase of the formal qualifications of the employee, making him necessary for the organization in which he works, but also more attractive for other employers. It is strengthened to deal more effectively with the difficulties of adapting to new objects and new activities. It increases his adaptability to new technologies and methods and helps him to further develop his skills and achieve his personal goals.
Through the training of the employee, his recognition, self-confidence and self-development are strengthened, which helps him to handle the various tensions and conflicts in the workplace.
When a company invests in training programs, it shows appreciation to its employees. Employees can gain access to knowledge and tools they would not otherwise know, leading to greater job satisfaction.
Employees who receive the required training are better able to practice their profession, as they better understand their responsibilities and role, which ultimately strengthens their self-confidence. Through this process their overall performance is improved, which ultimately benefits the body.
EMPLOYEE SKILLS
Most employees in an organization have some skills that need improvement and a training program helps them enhance those skills. In addition, a training program brings all employees to the same level and creates a totally trained staff.
SOCIAL IMPLICATIONS
The education and training of the staff of an organization also has social consequences. It has been shown to have a positive effect on the inclusion of disadvantaged groups, whose low levels of education and insufficient prospects in the labor market mean that they are either at risk of being excluded or have already been excluded from the labor market. The opportunity is offered to people with low qualifications to acquire new skills. At the same time, on-the-job training brings general benefits, such as better health, reduced crime and increased involvement in civil society. For any organization that wants to stay competitive in the marketplace, employee development programs are important. Although the company sometimes spends money on employees is a deterrent, it will only have a positive development.
From the October issue of Forbes
