Creating a people development program in a corporation means accepting that it requires investment. It requires time, qualified professionals, techniques, strategies and tools. Initially, this may seem like a disadvantage, but more and more successful companies are investing and seeing the return, yes, and in many ways.
The role of company leaders – a step prior to implementing people development – is to understand that, even in the professional environment, employees require essentially human care. Having this mindset reflected in leadership behavior constitutes organizations that recognize their employees as their most valuable asset.
Any result, innovation and profit is a consequence of the individual and collective work of employees. Personal development improves performance, making each person more attentive to themselves and others , since the company is an imperative social organism in the lives of those who are in the job market.
What is people management?
The people management process underwent profound jordan email list transformations during the late 20th century and reached maturity and sophistication in the 21st century. The major turning point was that a professional career became a place of personal fulfillment. Now, in 2020, with the pandemic, people management, still based on command and control relationships, has lost even more ground and it has become vital to create healthy, trusting relationships that meet goals and bring results.
In this scenario, people development has become much more demanding. Together, we are discovering new ways, techniques and even content that can promote employees' opportunities for personal and professional growth.
In other words, people management can be defined as the strength of discovering and investing in the development of people who have personal purposes aligned with the organizational culture.
So, how about starting or increasing your investment?
People development generates results in both directions: from the company to the employees and from the employees to the company . It is like nurturing a seed; it will probably sprout and bear fruit for those who nurtured it.
Kirkpatrick
4 benefits of offering training and qualification
1 – Build and achieve new goals
There is a significant amount of preparation required to achieve this result. Initially, when we refer to the development of skills, it is necessary to map the needs of the people on the team who will receive the training. Therefore, monitoring the team closely is important to analyze their main needs and find ways to meet them .
Once this step is complete, it is time to decide who will disseminate the course content and format. These two items are part of the strategy for successful training. Choose a training specialist and invest in a tool that allows interaction, reuse of material and data analysis .
Betting on quality partnerships, when we talk about corporate development, the result is creation: new ideas, new engagement and growth results in the company.
2 – Intellectual capital
Your employees are your company and their talent adds value to your business . By investing in training, your employees become even better, innovate more and are recognized for their achievements, increasing the power of your company by becoming a reference in the market.
3 – Employer Branding
The consequence of this is completely measurable: companies that offer a personal development project retain more of their talent, with motivation and high deliveries . In addition to attracting the best professionals in the market.
4 – Improvement in the organizational climate
Courses focused on self-knowledge and management, which include the development of soft and hard skills , are fundamental pillars for improving the organizational climate and teamwork.
But in what ways can you invest in people development and training?
With technological evolution and the scenario imposed by the pandemic, digital solutions have begun to dictate the pace of innovation in development and training, as they allow hybrid deliveries, with themes that can be worked on via distance learning, in an asynchronous and self-instructional way, and live meetings, with exchanges of experiences and expansion of knowledge, all with a focus on new learning.