How to train employees in a company. Personnel training is the key to the company's success. Why it is so important for company employees to receive training

What are the forms and types of work with the personnel reserve? Where to order training and development of personnel in the organization? What are the methods for identifying staff training needs?

Hello everyone! Today I, Alla Prosyukova, propose to talk about personnel training.

The rapid development of technology forces employers to take care of the constant improvement of the level of personnel through its training. Professional staff increase the competitiveness of the company and its profits.

Further training is beneficial for the employees themselves. They do better at their assigned tasks, which leads to higher salaries and career advancements. But in order to achieve the desired results, it is necessary to know the main points of organizing personnel training. This is exactly what will be discussed in my new article.

Those who have read to the end will receive a bonus - useful tips on the topic of the article and interesting video material.

1. What is staff training and why is it carried out?

We constantly hear: "personnel training, personnel training." But what this process really is, not many can clearly explain.

So let's start with a basic definition.

Training Is the development of professional skills, abilities and knowledge of employees in accordance with the goals and strategy of the company.

As I wrote above, employee training is important not only for the employer, but also for the employees themselves.

Benefits for the employer:

• highly professional staff capable of solving the most complex problems;
• reduced staff turnover;
• formation of a personnel reserve;
• reducing the cost of recruiting;
• increasing the motivation of employees.

Positive aspects for the employee:

• acquisition of new professional knowledge and skills;
• increase in wages;
• job promotion;
• confidence in the future;
• no fear of losing your job;
• growing respect and appreciation;
• increasing labor motivation.

2. What are the types of personnel training - TOP-3 main types

Staff training is classified according to various criteria. By types, it is subdivided into training, retraining, etc.

It is with them that I will introduce you in more detail.

View 1. Personnel training

The purpose of training employees is to acquire the necessary knowledge and skills to perform specific tasks.

Example

Dasha graduated from school this spring and tried to enter the university. However, I missed points. The girl decided not to go to the paid department, but to prepare and try again next year. In the meantime, we must go to work! Of course, she had no profession.

Based on the situation, Dasha chose the nearest supermarket for her employment. Convenient schedule, "live" work close to home, plus training and staff training right on the job. And you master the profession, and the salary goes.

Type 2. Personnel retraining

From the name of this type of training, it becomes clear that retraining- this is the acquisition of knowledge by employees in connection with a change in profession, or changes in the requirements for it.

Example

Natalia Kozina had a higher education in economics and 4 years of experience as an accountant. On duty, she closely interacted with the planning and economic service. Therefore, when the place of an economist was vacated in the company, the management decided to offer it to Kozina.

But Natalia did not have the necessary knowledge. The management decided to send her for a short-term retraining at its own training center.

Type 3. Professional development

This type assumes that employees receive additional knowledge in connection with changes in qualification requirements for a particular position, specialty, etc.

Such training will help the employee adapt to new conditions without loss and continue to perform his duties at the proper level.

Sometimes professional development is the only way to keep your job.

3. Basic methods of training personnel in the workplace - 6 main methods

Various methods are used to train personnel. Their choice depends on the method of acquiring knowledge: on-the-job training or training outside the workplace.

We will consider methods related to both methods. Let's start by looking at 6 methods for on-the-job training.

Method 1. Copy

Everything is very clear here. The new employee observes the actions of the more experienced employee, repeats all his movements, as if reading them.

The more accurately he repeats them, the faster the beginner will develop the necessary professional skill.

Method 2. Production briefing

Surely remember how, when you were employed, you were given a production briefing.

Production briefing - generalized information about the upcoming functionality, making it easier to enter a new position and soften the addiction to a new workplace.

Method 3. Mentoring

This method has its roots in the distant years at the dawn of the young Soviet republic.

Mentoring- training of a young specialist by an experienced employee, who is assigned to a newcomer for a certain period, takes patronage over him.

A distinctive feature of this method is that training is carried out directly at the workplace during working hours, under the supervision of a mentor and with his constant support.

Mentoring goes through 5 stages in its development.

It is especially relevant where the role of practical skills is great. For example, in the banking sector.

Method 4. Rotation

Rotation is the temporary movement of an employee to another workplace in order to acquire new skills, knowledge, and experience.

Rotation benefits:

• increases motivation;
• helps to overcome stress from monotony of work;
• expands the circle of communication.

This method is especially in demand in companies where complete interchangeability of employees is required.

Example

In most commercial banks, the development of new areas of work takes place just by means of rotation.

So, for example, an employee-clerk serving individuals is temporarily transferred to service legal entities. After some time, he becomes a universal employee of the bank's back office. The bank did not incur any training costs, and the benefits are obvious!

Rotation is often combined with mentoring.

Example

Marina Lapteva, Chief Specialist of the Operations Department, got ready for another vacation for 2 weeks. She will be replaced by Olga, a leading specialist of the same department.

In order for Olga to be able to fully fulfill her official duties in a new place, she was transferred 2 weeks ahead of time to this site, where the girl, under the guidance of an experienced Marina, mastered the main points of the job duties of the chief specialist.

When the time came, and Lapteva went on vacation, Olga, having assumed her responsibilities, worked these 14 days without any problems.

Method 5. Delegation

Delegation - the transfer of authority in making decisions on a specific problem.

Example

The manager of the operational office, Pyotr Vasilyevich, went on a business trip after 2 months. The replacement was entrusted to Svetlana Ivanovna Kolosova - the head of the operational department, a competent specialist with extensive work experience.

However, she has never been in the role of office manager yet! To make the replacement successful, Petr Vasilyevich began to entrust (delegate) to Svetlana Ivanovna the solution of various issues every day.

Yesterday Kolosova single-handedly went to OOO Mechta to present the possibilities of a salary project. Today Svetlana Ivanovna independently deals with the office bills for utilities issued by suppliers. Tomorrow, according to Petr Vasilyevich's plan, she will instead interview a candidate for the position of credit inspector.

So in a fairly short time, Svetlana Ivanovna will master the basic powers of an office manager without stress and problems.

Method 6. Increasing challenge method

With this method, the student is given more and more complex and voluminous tasks from time to time.

Example

When a new bank employee is on probation, he is usually loaded gradually.

First, he gets acquainted with the main internal documents necessary for him to fulfill his official duties.

Then he works out the skill of opening a trading day. Then he is entrusted with servicing 1-2 client accounts. So every day an employee comprehends all the subtleties of the profession.

4. The main methods of training personnel outside the workplace - 7 main methods

Now let's take a look at learning methods outside the workplace.

I have chosen 7 of the most well-known methods to consider.

Method 1. Lectures

A lecture is a way to gain theoretical knowledge. Lecturers are experts in a particular field.

The lecture method has both advantages and disadvantages.

Advantages and disadvantages of the lecture method:

Method 2. Seminars and conferences

The conference allows participants to find solutions to problems through an active brainstorming process.

At the seminars, the lecture material listened to is consolidated, its mastering is checked. Usually the seminar takes place in the form of an active discussion of the topic, which allows you to consider it from all sides, to sort out complex issues using the practical experience of not only the teacher, but also the students themselves.

Unlike lectures, seminars are conducted in relatively small groups (10-15 people)

Method 3. Business games

A real professional situation is played out in which the participants in the game (students) are trying to solve the problem posed by the condition.

This technique allows you to learn by playing.

Method 4. Trainings

In trainings, the theoretical block is minimized. Most of it is situational practical tasks, during which the participants work out the necessary professional skills.

This method is based on active forms of learning using role-playing games and group discussions.

Method 5. Simulation

When training personnel through simulation, real working situations are recreated.

Example

When training "creditors" of one of the commercial banks in Kazan, the "Aktiv" firm widely uses the modeling method.

During the lesson, a real situation is created, for example, the initial counseling of an individual client about obtaining a car loan. Group members are divided into clients and consultants.

Such immersion in real conditions helps to consolidate skills, delve deeper into the situation, overcome the fear of communication, and learn how to work with client objections.

Method 6. Quality circles and working groups

Quality circles are voluntarily created groups for the effective solution of the assigned tasks by joint efforts.

Pros of learning:

• increasing the self-esteem of employees;
• removal of "clamps" from workers;
• the opportunity to learn how to adequately perceive positive criticism and make collective decisions.

Cons of the method:

• not suitable for accepting complex tasks and problems;
• you need a specially trained leader to guide the discussion to make the best decision;
• spontaneity - there is no discussion algorithm.

Method 7. Self-study

The workers study the necessary material without any help.

Self-directed learning has several advantages:

• learning at an individual pace;
• anywhere at a convenient time;
• saving time and money.

But there are also a number of negative aspects of self-learning:

• the inability to ask questions and discuss difficult points while studying the material;
• decreased motivation;
• lack of control.

In the age of high technologies and the Internet, self-study is very diverse with the use of video, audio, and special programs.

Self-study with video tutorials is especially popular. “What I hear I forget. What I see, I remember "- Confucius remarked reasonably.

Video tutorials allow the learner to visualize the situation, in detail and in motion.

5. How to organize staff training - step by step instructions

If you are not a professional in the field of personnel training or you have not had to act as an organizer of training programs, then my step-by-step instructions will be useful for you.

Read and practice.

Step 1. Determine the purpose of the training

First of all, you need to determine the purpose of the proposed training.

Decide what you need:

• improving the quality and productivity of employees;
• creation of a personnel reserve;
• training of personnel for a new direction of the enterprise;
• increasing the motivation of personnel.

Step 2. Choosing and approving the training format

Often, the format of the training directly affects its effectiveness. How to choose the right one?

If you have a large company, its divisions are scattered throughout the country, and your employees are good at computers, choose distance learning.

If the company is small, then perhaps a more acceptable form is training with an instructor. Direct contact contributes to better digestibility of the material.

Make the right choice, and then learning will be not only useful, but also enjoyable.

Step 3. Create or select training courses

Companies that have their own training centers usually develop their own training programs.

Such programs fully meet the needs of the company. But only if they are done professionally. Otherwise, it is better to pick up courses offered by specialized developers.

Step 4. Find and prepare training trainers

Personnel training is carried out by both in-house trainers and outsiders. If the company has its own mentors who are able to teach, do not forget to check their level of training, send them regularly for professional development. After all, they are the same employees, and the relevance of existing knowledge is also important to them!

The option of training with invited trainers is quite common. Select these professionals carefully: collect reviews, request documentation confirming their level of professionalism, check licenses.

Step 5. We train employees of the enterprise

Review and approve the training schedule and program. Create conditions for its passage.

Some companies run courses on weekends. Then they compensate for these days by adding them to the next vacation.

As you train your employees, stay in control of the process. Knowing that you have your finger on the pulse, employees will be more responsible, and coaches will not relax.

Step 6. We fix and evaluate the passed material

Reinforce the material covered with the help of situational tasks. This method will allow you to identify gaps in training and correct them in time.

The best way to test knowledge is testing: the answers are rigidly recorded, any disagreement with the results is easy to refute.

Step 7. Analyze learning outcomes and summarize

Any training ends with a summing up. I recommend that everyone who has completed the training offer to fill out a questionnaire that will determine the level of staff satisfaction with the course, find out the needs for further training, and identify the bottlenecks of the course.

Based on the results, personnel reshuffles are made, wages change, some of the employees are credited with a personnel reserve, etc.

Only in this case will employees be motivated to further train and improve their qualifications.

6. Professional assistance in personnel training - an overview of the TOP-3 companies providing services

If your company does not have staff training specialists, the task should be entrusted to professional specialized companies.

I decided to make it easier for you to choose and selected 3 highly professional training companies. Meet! Take your pick!

1) Triumph

Personnel Center "Triumph" has been dealing with personnel projects since 1997. The agency provides services of the highest quality. This is evidenced by the company's client base, which includes Gazprom and RBC, Raiffeisenbank and Otkritie Bank, Himinvest and Gedeon Richter, as well as many other well-known firms.

Main directions of activity:

• selection, adaptation of personnel;
• development of corporate standards;
• development of motivation and incentive systems;
• consulting support in resolving conflict situations;
• personel assessment.

All specialists of the personnel center have extensive practical experience and the necessary educational level, which they constantly keep up to date.

2) Granite Consulting

The company has been providing legal and consulting services for over 7 years throughout Russia from Kaliningrad to Vladivostok.

13822 legal entities have already become regular customers of Granit-Consulting.

Company Services:

• certification;
• non-state expertise;
• accounting services;
• legal services;
• preparation,
• personnel services.

This is only a partial list. Visit the company's website for more details. There you can also find useful publications, customer reviews and a lot of other useful information.

3) MegaPeople

"MegaPeople" is a training center that trains and develops personnel, develops effective trainings, etc. Visit the company's website.

There you will find:

• detailed information about the company and its employees;
• schedule of open trainings;
• training programs in a large number of areas;
• useful publications;
• feedback form.

On the website, the company offers its visitors a free trial online sales training. Try your hand, but also form an opinion on the training courses.

7. How to choose a provider and training program - 4 simple tips

It is always difficult to make a choice. Good advice in such a situation will come in handy.

To help you, I have prepared a few small tips that will allow you to correctly navigate the personnel training market.

Tip 1. Pay attention to visual aids accompanying the process

"It is better to see once than hear a hundred times"- this catch phrase perfectly conveys the importance of visual aids in teaching.

It has been scientifically proven that in the world about 60% of the total population are visuals - people who perceive the world around them with the help of their eyes.

Layouts, posters, slides, presentations, films - all these are visual aids used to accompany the learning process. Such tools make learning visual and "alive".

Now it is no longer necessary to prove the need for training and advanced training of employees. Highly qualified personnel significantly affects the survival and profitability of the enterprise.

Factors influenced by employee training:
- to improve the quality of managers' work, replacing old ineffective management techniques;
- to the level of qualifications in professional activity;
- to increase the volume of production activities;
- to develop communication skills and others.

Is it worth spending money on external training and training centers to constantly maintain the professional level of employees?

Perhaps you will be able to implement internal training of personnel on your own, because there is nothing prohibitively complicated in this. Just get started.

How to organize staff training on your own

The process of organizing internal staff training should be implemented in stages.

1. Tasks and goal setting for personnel training.
2. Approval of training formats.
3. Highlighting the need for staff training.
4. Creation of training courses.
5. Search and training of training trainers (mentors).
6. Training of employees of the enterprise.
7. Consolidation and assessment of the passed material.
8. Analysis of learning outcomes.

Let's take a look at some of the steps.

Highlighting the need for staff training.

When identifying the need of employees for training, it is necessary to identify exactly the gap in the qualifications of employees that reduces the effectiveness of their work.

It is determined in the process:
- analysis of the results of the work of the personnel;
- certification of employees;
- at the request of managers and employees.

The head of the department should take the leading role here, identify the need for training and suggest topics for training programs.
However, employees must independently analyze the effectiveness of their own labor. And, if necessary, contact the HR department or the manager with an application for thematic training.

Personnel training format.

The ideal option is to organize in the company its own training and professional development center. In this connection, it is required to equip the educational process with technical means, information systems and educational materials.

In addition to equipped offices, conference rooms, with a distributed structure of the organization, there may be a need for distance learning. In this case, it is necessary to introduce a distance learning system, webinars, and develop electronic training materials.

In this case, serious financial costs will be required, but you can start implementing personnel training and simple means.

Small companies can build a learning process that is easy to manage and implement, requiring minimal costs, with the proper quality of training, without creating special infrastructure and classrooms.

1. Organization of a network storage of educational and teaching materials, reference books, instructions (a folder on a shared network drive).
2. Implementation.

With any method (face-to-face or distance) of training, you will need to create an interactive training course containing:
- theoretical course of lectures (text material, presentations);
- video material with recordings of a lecturer, trainer, specialist;
- practical tasks, cases, simulators;
- trainings;
- control test.

The Internet has accumulated a huge amount of educational material on various professional topics, use them.

Initially, the training manager can compile the training course from the training materials that are freely available.

Build a training course using materials from electronic library sites, professional communities, free educational projects, etc. Educational or thematic videos from YouTube channels, etc.

You can organize testing for the passed course in a free program or in an online testing service, of which there are also a large number.
All this should be collected in one folder with the topic of training and instructions with links for passing the course or in an electronic course in.

Encourage and encourage employee self-training. It is enough to conduct public, hosted conferences, and other events. The HR manager needs to regularly monitor events on the Internet and announce them to the staff, in any convenient form for your organization.

Search and preparation of training trainers (mentors)

The stage of training your own coaches and mentors is carried out for each unit. Department leaders should assign staff to review work and identify ongoing learning objectives. At the stage of training trainers, the company can use the personnel of third-party organizations (outsourcing).

Often, the most qualified employees of the enterprise, experienced foremen, become mentors in production. When choosing a trainer, however, one should take into account not only the level of skill, but also the ability of the employee to teach.

HR personnel should use the following criteria:

- high level of professionalism;
- consistently high assessment of indicators of the results of labor activity;
- the ability to train employees;
- loyalty to the company;
- excellent communication skills.

Implementation of internal training and staff development(albeit the most primitive and simple) will give an impetus to the self-development of personnel, increase the productivity and efficiency of employees.

Having received new knowledge and skills, each employee who has undergone training begins to gradually introduce them into daily work. By gradually systematizing the approach to organizing the work process, an employee can very soon be convinced of the effectiveness of the training he has completed. The quality of the work increases markedly.

Of course, the introduction of new knowledge and their application in practice is a matter of time. Not every employee is able to immediately implement the knowledge gained into actions, since he is used to working from his own experience. But knowledge is present, and over time, the approach to organizing work and applying the new knowledge and skills acquired begins to change.

Enterprises develop effectively based on many factors. One of them is the professional growth of their employees. Therefore, personnel training is the key to the success of any company. Thanks to this, the employer has in his staff more qualified employees who perform work with high quality. An employee, having received training, raises his qualifications, which contributes to career advancement.

Why is it necessary to train personnel in the organization

Training and professional development implies mastering new knowledge and skills of employees. Often new technologies appear in organizations, and innovative equipment is introduced. They require appropriate qualifications. Personnel with the necessary skills and knowledge will not hinder the development of the organization. Therefore, it is beneficial for the employer to train their employees. According to Art. 197 of the Labor Code of the Russian Federation, an employee has the right to receive training and additional professional education, as well as undergo an independent qualification assessment. For this, an appropriate contract is concluded between the employer and the employee.

Types of personnel training in the organization

For ease of perception, we present the types of personnel training in the form of a table:

Employees are trained within the organization or outside it. When applying the second option, the employee is detached from the production process.

Personnel training methods in the organization

Training methods are directly dependent on the place of training:

1. Methods for training workers outside the workplace:
   • Lectures - theoretical knowledge is read to employees orally.
   • Conferences and seminars - discussions and discussions are held at them., Employees acquire new knowledge about correct behavior, and also learn to think logically.
   • Business games - all participants are given special roles and specific situations are set.
   • Training - in the course of it, the employee learns the basis of the activity.
   • Simulation - real working conditions are created. The student is faced with the task of making decisions in individual situations.
   • Self-study - employees study the proposed material themselves.
2. Staff training methods in the workplace:
   • Copying - a beginner repeats the work after an experienced employee.
   • Production briefing - the employee receives clear information about work in a new place.
   • Mentoring - an employee is assigned a mentor who monitors the correctness of the work performed.
   • Rotation - an employee is transferred to another work area for several days to acquire new skills.
   • Complication of the task - first, a person is given a simple job, then a more complex one. Each time, tasks are given more and more difficult.

In practice, other on-the-job and on-the-job training methods can also be used. The advantages of the second option are that a person works and in the course of work acquires knowledge and skills.

Personnel training forms

Personnel training at the enterprise implies the following forms:

• Empirical or experiential learning - one learns for himself. However, this happens in some logical order.
• Guided Work - The teacher shows the trainee how to get the work done. Then the student, under his guidance, does the work himself.
• Programmatic learning - the student learns information and answers clearly posed questions.
• Computer training - an employee independently studies information on the Internet.
• Active learning by actions - the employee gains knowledge in the course of performing the assigned tasks. Suppose you are participating in a group project.

Training and development of personnel in an organization is effective when its costs are lower than other costs associated with hiring errors.

How to evaluate the effectiveness of staff training

The effectiveness of personnel training can be assessed in any of the following ways:

• Testing after training.
• Observing the work of a trained employee in the workplace.
• Observing the reaction of the student worker in the learning process.
• Evaluation of effectiveness in the form of a questionnaire.

The assessment criteria must be communicated to the employee prior to training. After its completion, the results of the certification are reported to the personnel management service.

Order on referral to training

When an employee is sent to training events, an order is issued to send the employee to training. It is composed in any form. However, there are mandatory points that the order for training must contain:

• The name of the company.
• Title of the document.
• Date and number of the order.
• Time and date of training.
• The name of the educational institution.
• Payment order.
• Signature of the manager and other interested parties.

Employee training order - sample:

Training at the expense of the employer can be immediately paid by the organization or compensated to the employee later.

Training employees at the expense of the organization: taxation

According to paragraph 21 of Art. 217 of the Tax Code, the amount of payment for training in licensed institutions of employees is not subject to personal income tax. The same applies to the tuition fees paid. In addition, such amounts are not subject to insurance premiums (Article 422 of the Tax Code of the Russian Federation).

You need to be smart about assigning learning responsibilities. Unfortunately, the job of training a new employee is often assigned to someone who is in close proximity to him and to someone who has more free time. For training to be effective, it is imperative that the person providing the training has the necessary skills. Mentor training is the first and most important step in the successful training of new employees.

Provide the new employee with both social and professional mentoring. A friendly, competent and positive employee may well be a suitable mentor to help new hires fill in the experience gaps.

Assign it formally, in writing. Find or create a written preparation guide with specific instructions and reference information. This will be a valuable support for the employee and accelerate successful training.

Create a safe learning environment. It is the responsibility of the mentor to create a safe learning environment. The most effective way to accomplish this is to build friendships with the trainee. To create a friendly and relaxed learning environment, a simple manifestation of humanity is required. Spend time chatting with the newcomer, ask about his family, activities and hobbies, and don't forget to mention yours. Professional business is about human compromise, so treat a new employee the way you would like to be treated.

Make indulgences. Allow new hires some leeway in the pace of learning and mastering new tasks, especially when training is provided by several employees who need to combine their regular duties with training newcomers. Anxiety and confusion in the educational process will only create unnecessary problems.

Provide equipment for successful training. Give the new employee a laptop with basic instructions and detailed job descriptions. It is a very useful tool in terms of skill assessment. Evaluating the new employee by measuring the performance of the work assignments will build confidence and help determine the level of accomplishment of the newcomer.

Remove obstacles. Negativity interferes with learning. Praise and positive feedback strengthens and inspires everyone. Set yourself a goal and develop positive relationships and feedback. It's not worth pushing results, so give employees enough time to revisit and complete their tasks. Avoid the temptation to dictate and manage learning times. Setting deadlines and setting unreasonable goals is one of the most common barriers to successful new employee training.

Carry out the training in stages. Along with the knowledge and skills to perform a complex task, the trainee gains self-confidence. Confidence is a powerful catalyst that helps the trainee move quickly towards the next part of the training.

Be generous with praise and nimble with criticism. As popular wisdom says: the one who does nothing is not mistaken. Always keep this in mind when it comes to beginner mistakes. Nagging a new employee who is trying to learn in a short time what the rest of the staff took months and years to do will greatly interfere with the learning process as a whole. This approach is completely counterproductive.

Is a purposeful, organized, systematic and systematic process of mastering knowledge, abilities, skills and methods of communication under the guidance of experienced teachers, mentors, specialists and leaders.

Under favorable circumstances, staff training fulfills an important dual function of making the best use of the worker and his motivation.

Importance continuing education confirm the following main factors:

• The introduction of new equipment, technology, the production of modern goods, the growth of communication capabilities;
• The world is turning into a market with a high level of competition between countries. Countries with modern engineering labor systems and continuing education programs are leading the way in this competition;
• Continuous and rapid changes in technology and informatics require continuous training of personnel;
• It is more efficient and cost-effective for a firm to increase the return on existing employees through continuous learning rather than recruiting new employees.

Learning objectives from the point of view of the employer and the specialist himself, they differ significantly.

• organization and formation of management personnel;
• mastering the ability to identify, understand and solve problems;
• reproduction of personnel;
• integration of personnel;
• flexible staffing;
• adaptation;
• introduction of innovations.

• maintaining at an appropriate level and improving professional qualifications;
• acquisition of professional knowledge outside the scope of professional activity;
• acquisition of professional knowledge about suppliers and consumers of products, banks and other organizations that affect the work of the company;
• development of skills in the field of planning and organization of production.

Assessment of training needs

Planning training programs- an integral part of overall planning, along with the calculation of staffing requirements, drawing up recruitment plans,.

Types of personnel training

Differ three types of training: training, professional development and retraining of personnel.

Staff training- systematic and organized training and the release of qualified personnel for all areas of human activity, possessing a set of special knowledge, abilities, skills and methods of communication.

Professional development of personnel- training of personnel in order to improve knowledge, skills, skills and methods of communication in connection with the growth of requirements for the profession or promotion.

Personnel retraining- training of personnel in order to master new knowledge, abilities, skills and methods of communication in connection with mastering a new profession or changing requirements for the content and results of labor.

Domestic and foreign experience has developed three concepts for training qualified personnel:

1. Specialized training concept focused on the present or near future and relevant to the respective workplace. Such training is effective for a relatively short period of time, but from the point of view of the employee it helps to preserve the workplace and also builds self-esteem.
2. Multidisciplinary learning concept is effective from an economic point of view, as it increases the intra-production and non-production mobility of the employee. However, the latter circumstance is a known risk to the organization where the employee works, since he has a choice and therefore is less attached to the corresponding workplace.
3. Personality-centered learning concept, has the goal of developing human qualities inherent in nature or acquired in practice. This concept applies, first of all, to people who have a penchant for scientific research and have the talent of a leader, teacher, etc.

• knowledge- obtaining theoretical, methodological and practical knowledge necessary for an employee to perform his duties at the workplace;
• skills- the ability to perform the duties assigned to the employee at a specific workplace;
• skills- a high degree of ability to apply the knowledge gained in practice, skills presuppose such a measure of mastering work, when a conscious self-control is developed;
• ways of communication(behavior), the form of a person's life - a set of actions and deeds of an individual in the process of communicating with the surrounding reality, the development of a character of behavior that meets the requirements of the workplace, social relations, sociability.

Types and methods of personnel training

How the training will take place - on the job or on-the-job - is largely determined by what training methods will be used.

On-the-job training carried out in a normal work environment: the trainee uses real work tools, equipment, documentation or materials that he will use after the completion of the training course. In this case, the trained worker is considered as a partially productive worker.

Off-the-job training is carried out outside the workplace, usually using specially simplified training tools and equipment. The trained worker is not considered a productive unit from the moment the training begins, his work begins with the exercises. Off-the-job training can take place on the premises of the employing company, in a training center attended by employees of several different companies, or in a college.

Some forms of training are only possible in the workplace, for example, rotation of operations, coaching (tutoring) and training in such types of work that are rarely required during the production process, and therefore there is no need to specifically teach the skills to perform them on the job. On the contrary, theoretical training can hardly be effectively carried out in a production environment; the student must attend college, and this is already on-the-job training.

Methods of professional training outside the workplace are intended primarily for obtaining theoretical knowledge and for teaching the ability to behave in accordance with the requirements of the production environment.

In addition to on-the-job and off-site training, a combination of both methods is possible. These forms of education include:

• experiential or experiential learning - learning through independent work, but in some logical order;
• guided demonstration and practice- the trainer shows the trainee how to do it, then the trainer gives the employee the opportunity to do it himself, but under his guidance;
• programmed learning- a book or machine that "leads" the reader and periodically checks his knowledge by asking questions;
• computer assisted training- actually programmed learning by interacting with a computer, using the Internet;
• learning by doing- Learning in the course of action, for example, participating with others in the development of a project or group assignment, or working "on the second team" in another unit.

Training of qualified personnel is effective if the costs associated with it are in the long term lower than the costs of the organization to increase labor productivity at the expense of other factors or costs associated with errors in the hiring of the labor force. Since it is difficult to determine the results achieved by training qualified personnel, there is a cost-effectiveness of training in the form of cost savings that can be accurately calculated. Training of qualified personnel affects important factors of social effectiveness. Improving professional skills has a positive effect on guarantees of job retention, on opportunities for promotion, on expanding the external labor market, on the size of the organization's income, on self-esteem and opportunities for self-realization.

Personnel training assessment

By calculating the training costs and comparing them to the financial benefits to the company of the trained employee, the training effectiveness test can be extended to its assessment. At the same time, the simplicity and accuracy of the assessment vary greatly:

• the costs of on-the-job training are much easier to estimate than the costs of on-the-job training;
• the financial benefits of training are much easier to calculate when it comes to physical rather than mental work;
• It is easy enough to estimate the costs of inadequate training, such as the cost of scrap, spoiled raw materials, customer complaints, overtime to correct mistakes;
• the benefits of training go beyond simply increasing work efficiency;

Significant difficulties can arise when trying to measure these benefits in financial terms.