The professional life cycle of an employee may be compared to an evolutionary process. At each stage of his or her career, an employee must demonstrate that he or she is a superior option for both the employer and the job position, or else both the employee and the company will suffer. Many businesses place a strong focus on training for the entire growth of their employees as well as the company as a whole, which shows to be a wiser option over the long term.
What is the significance of training and development for an employee?
Definitely, career progression and training with development goes hand in hand at every stage of the employee’s life cycle in employment. Both are inseparable buddies!
At each stage of his or her career, it is essential for the employee to acquire and put into practice new abilities in order to advance and provide value to the firm.
Early in the professional life, efforts are mostly focused on self-development and exhibiting the finest team spirit possible inside the business working for. The individual’s training is fairly intense throughout this phase of the process with focus mainly on technical and functional skills related to the job. For example, an entry level customer service agent will usually undergo training in essential customer service skills such as best practices, guides and procedures, attending to customer complaints and dissatisfaction, and others within the scope of work.Sometimes, training in managing self-productivity are also lined up , such as creativity and innovation, developing effective KPIs and more.
From lower to intermediate to top-level management, the work dynamics shift from being an individual contributor to being a people manager, and vice versa. At this point, the work necessitates the performance of a more facilitative function. As a result, training at this level is different from training at a lower level.
Usually strategic or operational in nature, the experienced professional attends training in working with others and managing people as well as leading the business. Depending on seniority, the professional advances through skills development for functional roles in addition to leadership, management as well as strategic with operational subject matters. For example, it is common for supervisors, middle managers and senior leaders to be trainee in change management, executive development, influencing skills, and other skills that deals with team members, management, and external parties.
Many of the training and development courses for employee’s to tap into when growing workplace and people skills.