How Do I Choose the Best Corporate Training Programs?

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  • Written By: H. Terry
  • Edited By: Jenn Walker
  • Last Modified Date: 16 March 2018
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There are many different kinds of corporate training programs. The most suitable for a given organization will depend on its unique structure, size and needs. Training objectives can range from preparing an employee for a new job role, to fostering general leadership or communication skills, to facilitating organizational or technological change. A key difference between types of corporate training programs is whether they take place within the company itself or elsewhere. Programs can be administered by company employees, by trainers brought in for the purpose, or in outside learning facilities.

When trying to introduce staff to using complex new technologies or systems, it is usually preferable — if funds allow — to have a specialist in that area visit the company to share his or her expertise. Some large companies might already have such specialists on their own payrolls. It is important that such specialists are not only experts in their areas, but are also capable instructors.

Corporate training programs also can include mentorships. These are when senior employees are put in charge of helping junior ones adapt to the company culture and to their new positions. Mentorships can encourage solidarity within a company and be an excellent way to disseminate applicable skills.

When developing corporate training programs, executives first must identify and define their training objectives. If they are interested in continuous development programs, they should consider hiring staff specifically for this purpose or training supervisors and managers for this additional responsibility. In large companies, most decisions regarding training will normally be delegated to a human resource manager.

It is important to recognize that learners must feel motivated in order to fully benefit from any training program. If employees feel that programs do not serve their interests but only the employer's, they are less likely to take an active role in their own learning. The most dynamic programs offer interested employees the chance to learn about other areas of the business as opposed to only offering training specific to their current job roles. Helping employees to pursue their own interests can also increase communication and mobility between departments.

Large corporations frequently offer an attractive suite of corporate training programs in order to entice and retain top professionals. Some will even offer to fund advanced degree studies, though this will normally require a commitment to continue at the company for a specified period after graduation. When researching a company's corporate training programs, current employees and job-seekers should consider whether they will have the chance to earn only in-house credentials or more widely-recognized qualifications.



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