Corporate Training: when to use it and when not to use it?

shikapatho

Is investing in training a step towards implementing a learning culture ? We need to talk about this. Industry is the sector that invests the most in corporate training and – and commerce – the one that invests the least . This is what the 2019/2020 “Training Panorama in Brazil” survey points out. The research also indicates that companies invest, on average, R$652 per employee in training.

This shows us that, if there is something new to be learned by the team and implement a learning culture within your company, the best option is to organize corporate training, right?

Wrong. The information will not always be better absorbed, much less retained, from a single training session.

Corporate Trainings are recommended for more urgent, practical and short-term learning.
To illustrate, let's say that your company acquired new  whatsapp database equipment or adopted a new work tool to enhance production. However, your team has no or very little familiarity with the news. For them to learn how to use both the equipment and the tool, training is a good option.

We are talking about something that has to happen as soon as possible, so the process doesn't stop. It is for production to move forward, including in the safest way possible, depending on the type of activity.

In this case, the quickest way is to actually organize this moment with the team. And even design new meetings, if new questions arise from participants on a daily basis, if new employees join the company, or if the tool itself undergoes changes. Good team management enhances results .

However, when we talk about learning culture and making learning actually happen, Learning Campaign is the best option.



In a Learning Campaign , learning happens naturally, throughout employees' routines. And the information received is already put into practice, making this content assimilated with much more ease and ease.

This is what we call On the Job Learning, or learning while you work.

A Learning Campaign in practice is divided into three stages: Preparation, Activation and Sustainment.
The objective is to guide the employee through a process that does not end when he receives the information.

On the contrary, there are strategies to ensure that this information does not fall into oblivion: one of the biggest challenges of learning.