Training Improves CompetencyOnce a commitment to improving individual competency has been made then training becomes a priority.
By “training” I mean those aspects of personal development which enhance an individual’s abilities or knowledge. This could include self-taught courses, attending school, college, university, or other outside programs. Development initiatives sponsored by the organization, perhaps at the corporate university, or from the development department are also included. Similarly traditional training programs and approaches would also fall into this category. “Training” is used as an all-encompassing word to capture the essence of continuing to build into individuals in a practical way.
Many times “learning” is really only “exposure to information”. No actual learning really occurs, in that the individual does nothing with the material. I think of “training” as a succinct way to indicate that the individual has actually progressed in terms of their understanding, to the degree that they can apply their new-found understanding effectively back on the job, at home, or wherever else the material is relevant.
Training must be effective. Not all training results in individuals being able to act and behave differently. For competency to improve the education source must be an effective one. That is, it must provide the information in comprehensible form, in bite size chunks, with relevance, and interest.
If an individual is exposed to effective training over time then their competency level will increase. Obviously it is important to ensure that the training provided has relevance to the work required. While it’s true that all learning will be of some value, the priority should be to ensure that the training and development provided is directly and visibly aligned to the individual’s responsibilities and job requirements.
In an organization committed to using its staff to their fullest capacity the commitment to training must be ongoing. As people learn and apply that learning they grow, and as they grow their ability to influence expands, and with that their ability to make change. As this impact is felt there is a further need for personal development; and so there is a continuing cycle, which is driven by the investment in people through training.
As an organization continues to develop its members those members will continue to provide greater and greater value within their areas of responsibility. Because of the tremendous potential within each individual for growth and contribution, the investment in training must be a continuous one.
Any training and development initiative must fall into two camps:
1. Enhancing an individual’s knowledge, so that they are able to act with more understanding.
2. Improving an individual’s skills, so that they are able to do things most effectively, that is, faster, better, and at less cost.
More Business articles from Business 2 Community: