Watch our short video on training and development for more detail
Don’t assume you know what they want
Link training and development to objectives
Make sure they get relevant experience
We get asked a lot about training and development within a company so here are three quick things to think about when considering training and developing your people.
- Don’t assume that you know what training and development they want. An individual should own their own development, not you as their manager, so ask them – what interests you, where do you see yourself going?
- Try and link it to their objectives. Wherever they fit in the organisation, try and make that training, whether its internal or external, fit.
- Think about the support that they might need and exposure to work areas that they might need as well. For example, if they’re doing an accountancy qualification, they’re going to need to know about VAT, they’re going to need to know about tax returns, they’re going to need to know about bookkeeping, so make sure you put them in an environment where they get exposure to all that variety.
Do you have questions about training & development?
Give us a call at CUBE HR, we’ll be happy to advise you and we have policies and templates available to meet every HR need.
Why not check out our other blog on the same topic Training Cost Agreements – Do You Need One?
You can also watch a range of other videos on our YouTube channel