Staff training

A company must ensure the well-being of its employees and the improvement of their working conditions. For the sake of efficiency, it is important to take various measures.

The objectives of staff training are broad: this means improving and consolidating the relationship between employees and the company while trying to take into consideration and resolve the demands or problems encountered by employees.

Employees are looking for security and a sense of belonging to the company. They should be able to flourish in their jobs and express the problems they are encountering so that they can be resolved as promptly as possible. Employees are not just there to do a job: they should feel at ease at work.

For its part, the company must ensure that its employees are engaged, proactive and thinking for themselves. Personnel department managers cannot achieve these goals on their own. Hierarchical superiors have an important role to play, as does employee training and promotion.

Different measures

To achieve these objectives, different methods may be used, such as a survey of employees conducted by the personnel department. This helps identify the areas in which employees feel good, experience difficulties or experience shortfalls, in order to then try and rectify these as effectively as possible.

It is important for the personnel department to act as a mediator with employees. Employees are interested both in information about their own job and information or changes concerning the company as a whole.

By having all relevant parties make a contribution, everyone can work, based on their own experience, to resolve a problem.

Targeted training depending on the group

The type of training varies depending on the employees concerned. This can mean preparation for retirement or early retirement, a colleague presenting drug or alcohol issues or a conflict between two employees, for example.

This is why the personnel responsible for human resources must have various specific skills and qualities, particularly psychological. They must also have knowledge of the internal operation of the company.

All large companies have a human resources department. But this role should not be neglected on any account even in the smallest organizations. Otherwise, they might experience certain internal problems. If these problems are not addressed, they will inevitably get worse.

Source: Personalmanagement, Theorie und zahlreiche Beispiele aus der Praxis, Marc A. Hermann and Clarisse Pifko

Last modification 06.08.2018

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