Internal training as a way to extract the team's potential

Employer branding
Internal training as a way to extract the team's potential

Internal training is aimed not only at transferring knowledge, but also building relationships between participants. Regardless of the scope and topic of the training, participants must be motivated to act. Giving knowledge can be compared to giving someone an ax. The recipient can use it for the benefit of themselves and others, but can also hurt someone with it. Therefore, the teacher must be aware of the practical sense of the knowledge he communicates. 

Employee training is an important element in the improvement of the organization. More and more employers see great benefits from investing in their human resources. AND employer branding is a term known in most companies, not only in theory. Internal workshops are a great opportunity to raise the competences of employees, both new and those working in the organization for a long time. 

By properly training employees, the effectiveness of their tasks increases. Employees are more involved, have greater mobilization to work and are not afraid of making mistakes. And even if they commit them, they know what tools to use to quickly and efficiently repair their effects. 

Internal training - benefits for the company 

The introduction of tailored development programs for employees allows you to maintain a constant and high level of commitment. It's also perfect motivation tool. Internal training increases the sense of independence of employees, thanks to which they are able to assume greater responsibility for the work that is within their scope of duties, which helps in building a more mature organizational culture. Doing so also helps to increase employee retention.  

Internal training is characterized by the fact that the employees participating in them have the opportunity to immediately apply the acquired knowledge and skills in practice. Companies that regularly conduct training enjoy a low employee turnover rate. The teams in which the employer invests stay with the company for many years. Trained employees put more effort into their work and are more motivated not to disappoint the employer's expectations. The employer also benefits from this Employees rotation is lower. 

New competences bring benefits not only to the trainees. The new knowledge and skills of employees translate directly into new ideas and innovative solutions, leading to an increase in the competitiveness of the entire enterprise. Well-educated staff and trained specialists are a guarantee of providing the highest quality services, creating a good image of the company against the background of the industry, as well as a guarantee of safety. The trained employee is therefore a significant capital for the company. 

Types of internal training 

The basic division of internal training allows to distinguish the so-called hard training and soft training. The former involve the transfer of specialist or professional knowledge related directly to the performed work or position, while the latter are focused on developing individual human skills (e.g. interpersonal communication, assertiveness, time management or coping with stress). 

We distinguish the following forms and techniques of internal training: 

  1. Specialized instructions for a specific job, during which a new employee learns to perform specific activities related to the performance of new duties. 
  1. Rotational training, consisting in the methodical mixing of employees at different workplaces, thanks to which they expand their knowledge and skills, preventing burnout resulting from the monotony of the work performed. 
  1. Individual training, where the trainee looks at the work of a more experienced person. 
  1. Group workshops during which a more experienced employee shares his knowledge and skills with other employees who need specific support in a specific scope. 
  1. Courses, which usually cover the entire cycle of theoretical and practical training, culminating in an exam and receiving an appropriate certificate. 
  1. Coaching, aimed at expanding skills and knowledge as well as improving efficiency in the course of work. There is a special kind of bond between the participant and the coach who gives real-time feedback on the progress and what needs to be worked out. 
  1. Mentoring, during which the trainer follows the model of the mentor by carrying out the tasks assigned by him. 
  1. Self-training with the help of books, multimedia programs or instructional videos. 

The basic and required by the labor law internal training is training in occupational health and safety. The Labor Code does not officially oblige employers to undertake other training courses, however, it is recommended to make it easier for employees to improve their professional qualifications. 

Currently, internal training is carried out both directly at the workplace and remotely (online), where participants and the trainer meet in a virtual room. As a rule, internal trainings are closed, i.e. intended only for employees of a specific company. 

How to effectively conduct internal training? 

The internal training process should start with finding a specific need in the company. If employees lack specific competences - it is worth focusing on specialist training. A common problem that requires support in the form of additional training is out of order internal communication. Lack of proper communication causes conflicts, errors in the tasks performed and a reduction in the efficiency of employees. In-house training helps to engage the team, fix communication problems, and apply new techniques and tools immediately. 

It is not difficult to spend money on training, the trick is to invest it so that the expenses pay off in the future. Many Polish companies neglect the analysis of training needs and evaluation of training for fear of increasing costs, thus losing the opportunity to develop. The training is an investment that is to increase the quality and standards of work thanks to the effective use of their potential, as well as help in finding solutions to the problems existing in the company. That is why it is so important to analyze the needs, goals and opportunities in advance. 

The training should be designed to take into account the specific needs and specifics of the organization. At this stage, training programs are developed, appropriate trainers and training methods are assigned. 

The final stage of the internal training process is the preparation of a report containing the trainer's conclusions and comments, and the assessment of the usefulness and effectiveness of the undertaken didactic activities in relation to the assumed goals. 

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