The numbers speak for themselves. In 2017 alone, an investment of more than 30milion euros was made in corporate training worldwide. Deloitte Human Capital Trends'
newest research shows that "reinventing careers and learning" is now the number two issue in business creating even more urgency and increasing budget in the areas of training and employee personal development and growth. Another recent study
by PWC, shows that millennials, rank training and development as the #1 most valuable benefit employers can provide.
Global brands representing a variety of industries are convinced that when you invest in your employees you automatically increase brand awareness, productivity, employee satisfaction, experience better retention rates and build a highly motivated team who has the industry skills to take your brand to the next level. If employees are not given the opportunity to develop new skills at work, they would prefer to change jobs, rather than stay in a company that doesn't let them reinvent themselves and grow. Put simply when employees have the support they need to become their best selves, they're even more inspired to advance the company - it's the win win everyone is looking for.
We wanted to get a local perspective on this subject so we got in touch with Kevin Paris, General Manager
to see if this brand values personal development and how they structure their training. Goes without saying, we were impressed, here’s what Mr Paris had to say -
At FTIAS we make a clear distinction between training, which involves educating employees on our systems and processes, and Employee Development, which involves skills enhancements that benefit the employee both in their professional and personal spheres. FTIAS regularly organises various development programmes, such as “Leadership Skills”, “SMART Communicator”, “Time Management”, “Office Skills”, “Managers’ Coaching”, amongst others. These are tailor made for all levels of staff, from clerical to senior management, and can be delivered either as one-to-one coaching, lectures, or as Team-building activities’
Here are our top tips to create a winning personal development strategy
Design corporate training that works
As organizations become more digital, they face a growing imperative to redesign themselves to move faster, adapt more quickly, learn rapidly, and embrace dynamic career demands and while high fliers might already be pretty overwhelmed at work, and typically only have a maximum of 20 minutes a week to set aside for learning, the 21st century world of learning inspired by technological advances, offers numerous new delivery styles to make sure that training is not considered to be a burden yet a reward. The trick is to match different learning options with different learning styles and to design training delivered when and where suits employees the best.
Before you commit to training, establish the present skill-set of your team to establish which areas the training should be focused. This will ensure that you get a maximum return on your training investment, that students of the same skill-set will be placed in the same class and that learning is effective and motivational. Remember, all corporate training is considered to be part of an individual's personal development plan which should inspire them to embrace lifelong learning, therefore it is important that training leaves a positive impact on every employee.
Set annual training goals.
Training Goals should be ‘SMART’ - Specific, Measurable, Achievable, Realistic and Time-Bound. Keep this term in mind anytime you’re thinking of scheduling team training or learning for any of your employees. Discuss a clear timeline and training strategy during your staff appraisal meetings and set realistic goals for self-development. You might also consider using personal development plans (PDPs) to record self-development needs, goals, actions and progress.
Share success stories
Establish if there have been any massive sprints of progress or any career advancements by the employees who have completed training and share these success stories for they will sure inspire, encourage and motivate other members of your team to understand the value of on-the-job training and the benefits of personal growth and learning.
The proof is in the pudding
You might be wondering if this investment will reap benefits. It sure will. FTIAS’s General Manager shared - ‘The vast majority the employees embarking on one of these development programmes show a higher rate of motivation, which in turn increases the initiatives taken by these employees. This has proved to be hugely beneficial not only to the organisation in terms of increased efficiencies, but also to the employees through greater job satisfaction and more opportunities for growth in their careers within the organisation.'
So there you have it. Four tried and tested tips which will help any HR Manager, Business Owner or Training Executive get their training strategy started. We'd love to hear your comments, ideas and recommendations! Get in touch with us via email at firstname.lastname@example.org
or on our FB here
or LinkedIN here
pages. In the meanwhile, here's a message from our founder Katja Dingli Bennetti
regarding how the JobsforMumsMalta.com
teams intends to tackle training in 2018.
A message from our founder
'In the case of the female working force as well as women who are eager to get back in the working world, we believe that training should be designed to enhance skills, develop insight and capabilities and build confidence. In 2018 JobsforMumsMalta.com will launch innovative and exciting training opportunities which are sure to support businesses and inspire females to invest in their personal development and continue to celebrate new career milestones ensuring that they continue to be a company’s most valuable asset’ - JobsforMumsMalta Founder Katja Dingli Bennetti