Continuous Training 1

What is continuous training?

There are many ways in which continuous training is defined. One of many describes it as “the training modality composed of activities and learning programs in a theoretical and practical way that is usually carried out through specialized courses in what must be learned”, description given by the site https: // www.

If you also search in Google you will find questions from users who are wanting to understand what continuous training is and for this question answers are given such as: “Continuous training studies are teachings of extension, specialization, improvement and / or updating of knowledge designed to cover specific thematic areas of interest, with well-defined objectives, which allow us to respond in an agile and efficient way to the different demands for knowledge”.

So that our readers are clear about the concept, we are also going to expand the variety of similar terminology that is used to refer to continuous training, such as extension education, permanent training, continuing education using the word that derives from educate, training continuous or continuous training expressions that appeal to the words of training and training, to finally also use the expression known as education throughout life, all of them are equivalent terms, although we could delve into their ontological value that it is not appropriate to do so in this doctrinal contribution we make today.

We have also found in Google another question of great interest, referring to what is the importance of continuous training, which is answered by saying that “continuous training promotes adaptation to change in professionals and companies. Companies and people establish a very important bond that leads to shared success. Training is an essential value in the corporate sphere, but also in the human sphere”.

The importance of continuous training in organizations

In other words, what is important is that training for employees is planned and executed as part of the strategy to improve the operational efficiency of any organization. As technology advances and competition intensifies, leading companies, those that are at the forefront of the market, know perfectly well the benefit of continuous training programs for employees.

It is obvious that this requires significant financial resources, but the returns (like any investment) that said training contributes to boost productivity, as well as better cohesion and collaboration between the different teams and / or departments of the company, will be even more relevant.

Which certainly improves the overall quality of work. If your company does not have a continuous training program, it may be time for someone in management to state that this training process is unavoidable if you want to maintain the level of competitiveness that the company has been able to preserve up to now.

Of course, although it has succeeded (preserving) it does not mean that in the face of accelerated changes by technological innovation and the transformation that takes place daily in the ways of consuming and citizens habits, it can continue to maintain this position of privilege. The market is not a good ally for those who rest on their laurels. Either he adapts or he is expelled. Therefore, education and training are essential factors for productivity and competitiveness.

The fundamentals of continuous training

While most companies provide initial training for new hires, a few understand the importance of ongoing training programs, designed to keep employees engaged and equipped to tackle the latest challenges in their industry. Lack of ongoing training can lead to high turnover rates, loss of competitive advantage, and missed opportunities to capitalize on the latest processes, technology, and trends.

Talented and motivated professionals will seek high-growth opportunities rather than initially higher-paying jobs with little or no room to advance. With this information in mind, you should ensure that your company offers a host of growth opportunities and ongoing training that complement initial training and mentoring programs. You need to design your programs to keep up with the latest industry developments while at the same time adapting to your business goals and the personal and professional goals of your employees.

Invest in continuous training

The choice, even if it seems redundant, must be smart. And we affirm this because some companies neglect continuous training programs due to short-term declines in employee productivity.

However, a quick cost-benefit analysis would reveal that the medium and long-term benefits of the training would far exceed this initial cost, both for the financial investment itself (direct cost) and this period of adaptation and / or training in new processes and procedures that undoubtedly have a consequence in indirect costs. In this way, we are addressing something that is even more important for organizations: that highly trained personnel can put the company in the right direction to generate benefits and lasting success, which we usually call sustainable growth.

Hence, part of the current doctrine holds that there are three key benefits of providing continuous training to employees:

1st) Mitigate weaknesses

Even the most detailed employees will make mistakes. What is important to keep in mind is that a mistake is not a failure unless nothing is learned from it. An ongoing training program helps employees hone their knowledge and skills and provides them with a clear picture of their strengths and weaknesses. From an organizational perspective, it also minimizes pain points and saves your business time and money by avoiding repeat mistakes.

2nd) Improve job performance Employees who have access to ongoing mentoring and training programs are more likely to feel valued, engaged, and loyal to your company. They feel fulfilled in tackling new challenges and are eager to learn more and advance their careers.

3rd) Increase employee performance

At this point a question arises: what do you prefer to have if you are the leader of an organization in terms of combining training with results? The answer seems obvious: if the procedures applied and the products offered, as well as the way in which they are placed on the market, that is, if the sum of the production, commercialization, distribution and marketing processes, remain stagnant compared to the advances in the sector in which the company operates, there is little doubt about the dichotomy that continues to be in the minds of many managers, that is, facing financial cost with results in the short term.

Because if this is the case, it is not seeing the advantages of the greatest contribution of the investment in the medium term, but with the addition of having increased the level of competitiveness because it has become a company with a vision of the future and with motivated employees who they are in a process of constant improvement, ready to tackle new challenges.

Here at this point, another fundamental element emerges that has been revealed in recent years with the emergence of start-ups, especially technological ones. We refer to the fact that companies that perhaps had no more than a hundred people on their staff competed on an equal footing with other giants in the sector that had, for example, ten thousand people among all their subsidiaries and departments.

But what happens has a name: economies of scale. A team of highly trained individuals can give your business an edge over even competitors with more resources and superior technology. And to help employees perform at the highest level in the industry in which the company operates, we must support them by giving them the right tools, which will positively replicate business results.

The personal confidence of each employee is increased because he feels sure of having acquired the knowledge, training and are applying them effectively in their tasks. Each of them will notice a substantial evolution in their skills and in addition, they will free up their creative mind, which is essential today to respond quickly to market demands, but also is the key so that a large part of the staff can be empowered to be more autonomous and decision-making that has to do with processes that cause unnecessary waiting times in the service and / or product that the company provides are not delayed.

Antonio Alonso, president of the AEEN (Spanish Business School Association) and general secretary of EUPHE (European Union of Private Higher Education)