Even if the ideal candidate with the right skills and experience is selected, there will always be areas for improvement in ensuring a successful integration into their new role. In-company training is key to this, providing employees with the essential tools and knowledge to perform better.
Such programmes not only impact the achievement of objectives, thereby benefiting the company, but also reduce turnover rates, directly contributing to the productivity and well-being of employees.
What is In-Company Training?
Employee training is an ongoing, systematic process focused on improving the skills and knowledge of employees with the aim of creating a stronger company. This development programme covers a wide range of areas, ranging from technical training to improving interpersonal and leadership skills and much more.
Training is key for all members of the workforce, no matter the stage or level in their employment they are at. It helps employees keep up with technological advances and labour market demands, and prepares them to take on new roles and responsibilities.
What type of training should you choose?
When it comes to delivering in-company training programmes, not all strategies will be the same and not all will yield the same results. Choosing the right type of training is key to ensuring the success we seek.
Training according to the financing
Subsidised or programmed training: This type of financing involves government aid that allows companies to receive discounts on Social Security contributions in exchange for investing in training. It is managed through FUNDAE.
Subsidised training: This is free training financed by public funds, accessible to the employed, unemployed and self-employed. It does not entail any cost for the company and is managed through the SEPE, varying according to the Autonomous Community.
Training by type
In-house training: This is when employees receive on-site training at their offices. The company hires a specialist or external company that is brought in to provide the training directly at the head office. It tends to be more expensive and its popularity is currently in decline due to the operational management requirements for companies.
Employee-to-employee training: Employees deliver sessions on specific topics, sharing knowledge and experience with their colleagues. This type of collaborative training improves both the communication and atmosphere between work teams. It is a new approach that encourages communication, but is not always as efficient as more structured programmes.
Online training: This is delivered via Internet platforms, with live or pre-recorded course content, allowing flexible access wherever the participant may be. It is popular because of its flexibility, cost-effectiveness and the abundance of resources available on the web.
Benefits of in-company training
Employee training and development offers a wide range of benefits, both to the organisation and to the individuals within it.
For organisations:
- Improves employee productivity and increases profit margins.
- Helps prevent errors and accidents in the workplace, reducing costs associated with incidents and claims.
- Reduces absenteeism and employee turnover, creating a more stable and committed work environment.
- Ensures the long-term sustainability of the organisation by having a highly trained team ready to face the challenges of the market.
- Facilitates the implementation of new tools and technologies, improving the efficiency and competitiveness of the company.
For the workforce:
- Improves the speed and efficiency of performance in daily tasks.
- Creates career development opportunities and promotion possibilities.
- Increases commitment and motivation towards work and company goals.
- Provides transferable skills and knowledge that can be used throughout a career.
- Increases employability, allowing employees to face new challenges even after leaving the company.
How to design an online in-company training programme
When it comes to creating in-company training programmes, there are no magic one-size-fits all solutions, as each organisation will have its own unique needs and objectives. However, there are at least five basic aspects common to any business that you can start your project with today.
- Identify the needs
Assess the current competencies of employees by analysing their skills and abilities. Identify gaps between existing competencies and those needed to achieve organisational goals. Use tools such as surveys, interviews and performance appraisals to collect accurate data on areas that require additional employee training. - Define objectives
These should be specific, measurable and achievable, ensuring relevance and a clear timeframe. They should also be aligned with the company’s overall strategy, allowing training needs to be prioritised according to their potential impact on the organisation. - Design the training programme
Select the most appropriate training methods and funding. Plan the necessary resources, including budgets, facilitators and training materials, and draw up a detailed schedule specifying dates, activities and those in charge. - Select the platform
Effective communication with your staff is essential for your training to be successful. Make sure you select an online platform that allows you to manage all your content in one place and supports different formats, segments activities by groups, creates surveys and corporate mailboxes to receive feedback, such as Vip Connect. - Implement and evaluate
Roll out employee training in your company, encouraging active participation and engagement among your workforce. Monitor progress to ensure objectives are being met and make any necessary adjustments.
How to measure the results of your employee training programme
Once you have designed your company’s training programme, managed its financing and methodology, and implemented the training content, it is time to discover its results. When measuring the impact of training, four essential tools will be of great help to you. Use them together to obtain a global vision.
- Final evaluation
Measure the growth in knowledge and skills of your employees through a final assessment of the contents acquired. Questionnaires or practical assessments that focus on the topics covered during the training can be used. Comparing the results before and after the training will help you quantify the level of learning and progress of employees. - Measure job performance
Observe and measure post training changes in the performance of your workforce. This includes analysis of KPIs such as eNPS, productivity, work quality, response time and problem solving efficiency. - Request Feedback
Collect feedback from your employees on content relevance, the quality of the trainers/facilitators, applicability of the learning to their daily work and overall satisfaction with the training programme. This feedback is valuable in identifying areas for improvement and adjusting future training programmes. - Measure business impact
Check improvements in operational efficiency, customer satisfaction, error reduction and employee retention. You can also analyse financial indicators, such as return on investment (ROI) for training, to determine whether the benefits gained justify the costs incurred.
Examples of in-company training programmes
If you are unsure where to start, various examples of corporate training schemes are available for you to implement among your employees. It is important to first identify which is the most relevant to your team’s specific needs.
- Onboarding training
Onboarding, also known as Employee Induction, is essential to familiarise new employees with the fundamentals of their position and of the company’s corporate culture. - Compliance training
This type of training ensures that all employees are aware of the company’s internal regulations and policies. It is especially important in industries with stringent processes, whether legal or production. - Technical training
Focuses on developing the technical skills needed to perform specific tasks on the job. This is essential for employees who work with specialised tools and technologies. - Soft skills training
This type of training focuses on developing interpersonal skills, effective communication, teamwork and adaptability, among others. It can contribute to improving interpersonal relationships and collaboration within the team. - Product training
Imparts detailed knowledge about the products or services offered by the company, enabling employees to communicate effectively with customers and understand competitive advantages. - Sales training
Essential for the sales team, providing techniques and strategies to improve performance in closing deals and ensuring customer satisfaction. - Leadership training
Prepares future leaders by providing them with the skills and attributes needed to lead and motivate their teams. - Health and safety training
Ensures that employees are aware of health and safety procedures in the workplace, reducing risks and promoting a safe environment.
In-company training is crucial to both achieving business objectives and ensuring a pleasant working environment. It has a direct impact on the productivity of our workforce and significantly improves turnover rates. Choosing the right approach to implementation and measurement is fundamental to ensuring that your efforts pay off.
