Career Development: Getting Bang for Training Bucks |
When the coaches and trainers have come and gone, the newly trained employees go back to their jobs, whatever the level in the hierarchy. And they take their newfound skills and start applying them to the betterment of the organization, right? Not so fast. The reality is that the training event is necessary but insufficient to achieve changes in skills, behaviors and business effectiveness. What then is necessary? Take a look at a case study and four questions that can track the path from training to learning to real improvement.
Successful managers offer guidance, advice and work to create an environment that will nurture skills and communication. But no matter how seamlessly a team seems to work, there is always room for improvement. Career coaching through corporate courses can boost specific skills or provide general training. Many employees willingly take on training challenges that will improve their career and, in kind, the achievement of the employer. Here are a few tips to get you thinking about how to enhance the human capital of your organization.
Career development is a lifelong process, but it’s also one that has recurring boundaries on the job. Many times individualized career development plans are created in HR and then put on the back burner until the year’s end or next formal performance appraisal. You can stay out of that situation and keep your career and salary growth moving forward by taking advantage of these relevant tips.