How to manage employee training efficiently

[shukla7789]

More than a legal obligation, training your employees is one of the most important aspects of human resources management. Efficient training management not only benefits employees, but also the organization itself, which is why it is essential to any successful strategy.

In a world that is constantly changing, where technology is set to replace increasingly complex jobs, it is vital that employees are able to adapt and acquire new skills. It is up to employers to provide the means necessary for this continuous evolution.

What is training management?
Training management is the set of techniques and tools used to manage the entire training cycle in a company, from planning and execution to its evaluation .

Good management of training processes involves analyzing and understanding the training possibilities that the company needs to achieve the best results, as well as evaluating the costs involved in allocating qualified internal resources to provide the training, comparing them with external options. This takes into account, at the same time, the profiles and career development needs of its employees.

Importance of good training management
Employee training is an essential aspect for organizations – so hong kong whatsapp number database so that the Labor Code stipulates it as an obligation. However, it is important to ensure good training management in your company for much more than that:

Talent retention
Training provides employees with the means to progress in their careers, which helps with talent retention.

Reduction of recruitment costs By allowing your employees
to gain skills through training that will enable them to progress to a better position, you save effort and resources in external recruitment for higher-level positions (and, potentially, with more training requirements).

Knowledge creation
By fostering a good training process for existing employees, who already know the workplace well and are already part of your organization's culture, you add knowledge and tools without having to go back to basics.

Cost-benefit ratio
The training process itself uses resources, whether human or financial, so good management ensures the best cost-benefit ratio and that each training is assigned to the right employee, for roles that make sense for the company's objectives.

Increased productivity
Promoting an environment conducive to training and skills development will boost productivity and, consequently, the competitiveness of your organization.
What does the legislation say about employee training?
The Labour Code (Law No. 7/2009) defines, in article 127, as an employer's duty to "contribute to increasing the productivity and employability of the worker, in particular by providing him/her with appropriate professional training to develop his/her qualifications”. This duty is specifically legislated in articles 130 to 134 .

Objectives of professional training
Article 130 establishes the following objectives of vocational training:

provide initial qualifications to young people who enter the job market without such qualifications;
ensure ongoing training for the company's employees;
promote the qualification or professional retraining of workers at risk of unemployment;
promote the professional rehabilitation of workers with disabilities, in particular those whose incapacity results from an accident at work;
promote the socio-professional integration of workers belonging to groups with integration difficulties.
Minimum number of hours of professional training
According to Article 131, each worker has the right to a minimum number of 40 hours of continuous training per year or, in the case of a fixed-term contract for a period of three months or more, to a minimum number of hours proportional to the duration of the contract in that year.

It is also stipulated that the employer must ensure, each year, continuous training for at least 10% of its employees , and the annual training may be brought forward or, provided it is provided for in the training plan, deferred for up to two years. If the employer does not ensure the minimum number of training hours by the end of the two years following the expiration of the training period, these hours will be converted into credit for training at the employee's initiative.

Who provides the training activities?
Training can be provided either by the employer, with its own staff, or by a training entity certified for this purpose or an educational establishment recognised by the competent ministry.

How to achieve efficient training management
Consider training as an investment (not an expense)
Given the importance of employee training for the success of the organization, it should be viewed as a strategic investment and not an expense. This requires careful planning, assessing needs, defining objectives, metrics and necessary resources and subsequently evaluating their effectiveness.

Assess the company's training needs
Managing training in the best way possible involves knowing how to use it to meet the organization's needs and objectives. To do this, it is important to understand, together with the finance department and the operations department, respectively, the new investments made or planned that require new qualifications or the necessary improvements in performance to achieve the objectives.

This makes it possible to understand not only what type of training should be provided, but also which employees should be trained – without forgetting the need to comply with legislation.

Include a market analysis in your planning
All strategic decisions involve market research and training management is no different.

On the one hand, it is necessary to assess where your organization wants to position itself to respond to the current needs of its customer segment and compete with its competitors, using this information to adapt employee training.

On the other hand, it is important to analyze what new trends and training opportunities exist in the market that can contribute to the company's competitiveness, as well as to evaluate the training entities available in terms of certification, location and travel possibilities, in case online training is not possible, and cost-benefit ratio.