Personnel management through the employee training system
Posted: Tue Jan 21, 2025 9:13 am
The company's management receives a powerful tool for personnel management in the form of training, for example, conducting certifications. This function of the training system in the form of assessing the competence of employees can become part of the personnel policy.
The detected discrepancy between the professional level and the position held will entail a number of administrative measures up to dismissal. On the other hand, high scores obtained during certification can become the basis for career growth of employees who have achieved certain successes in training.
Training can be a tool for motivating employees, but only if there is a direct link between improving professional skills and salary (or career) growth.
Then the team will perceive purchase shareholder database learning as a useful action on the way to improving their own well-being. In those companies where the level of qualification is taken into account, employees try to participate in training programs in order to gain new knowledge and climb the career ladder.
However, according to statistics, there are not many such companies. The report of the Institute of Statistical Research and Economics of Knowledge notes that only in 21% of large Russian companies will an employee who has completed training and confirmed his level at the certification be transferred to the next job level. In 41% of companies this happens sometimes, in 33% – rarely.
When it comes to the role of the system and methods of personnel training in the management process, one should not forget about another important function – the accumulation of professional knowledge and experience of employees, which is transferred to newcomers. Stable development of the company is possible only if continuity within the team is ensured.
There is nothing good in the event that it suddenly turns out that a recently retired employee was the only one who had practical knowledge and experience in this area. Therefore, trying to protect themselves from such force majeure situations, far-sighted managers carefully monitor the transfer of professional experience from masters to newcomers.
Another area where training and personnel management systems intersect is the creation of managerial personnel in the company's management team. As specialists, they require quality training, which is expensive, but these costs will pay off handsomely.
Qualified top managers will improve the quality of personnel management, reduce the number of errors in the company's strategic areas of activity, and will be able to achieve increased personnel efficiency.
Having completed an expensive training with the participation of an invited high-level specialist, department heads commit to work a specific amount of time after the training or to pay the cost of participation in the training if these deadlines were not met due to dismissal. This approach justifies the funds spent by the company on training high-class specialists.
The detected discrepancy between the professional level and the position held will entail a number of administrative measures up to dismissal. On the other hand, high scores obtained during certification can become the basis for career growth of employees who have achieved certain successes in training.
Training can be a tool for motivating employees, but only if there is a direct link between improving professional skills and salary (or career) growth.
Then the team will perceive purchase shareholder database learning as a useful action on the way to improving their own well-being. In those companies where the level of qualification is taken into account, employees try to participate in training programs in order to gain new knowledge and climb the career ladder.
However, according to statistics, there are not many such companies. The report of the Institute of Statistical Research and Economics of Knowledge notes that only in 21% of large Russian companies will an employee who has completed training and confirmed his level at the certification be transferred to the next job level. In 41% of companies this happens sometimes, in 33% – rarely.
When it comes to the role of the system and methods of personnel training in the management process, one should not forget about another important function – the accumulation of professional knowledge and experience of employees, which is transferred to newcomers. Stable development of the company is possible only if continuity within the team is ensured.
There is nothing good in the event that it suddenly turns out that a recently retired employee was the only one who had practical knowledge and experience in this area. Therefore, trying to protect themselves from such force majeure situations, far-sighted managers carefully monitor the transfer of professional experience from masters to newcomers.
Another area where training and personnel management systems intersect is the creation of managerial personnel in the company's management team. As specialists, they require quality training, which is expensive, but these costs will pay off handsomely.
Qualified top managers will improve the quality of personnel management, reduce the number of errors in the company's strategic areas of activity, and will be able to achieve increased personnel efficiency.
Having completed an expensive training with the participation of an invited high-level specialist, department heads commit to work a specific amount of time after the training or to pay the cost of participation in the training if these deadlines were not met due to dismissal. This approach justifies the funds spent by the company on training high-class specialists.