Training: bridging the gap between the current employee capabilities and the necessities of the company
Nine HR experts and managers from industry and services discussed training activities, from plan to executions.
When companies see that in their sector there is a gap of basic knowledge, like about electricity, they might support schools or have basic programs. Part of this are activities that make the whole sector attractive, and this might start with children.
Base tool should be a competency matrix and a training plan, to develop a learning path for each individual.
Another important step is “onboarding”, how to integrate and communicate base company skills in the first days and month to a new employee. After the onboarding, dedicated mentors take over. The availability for online trainings is another support how employees can enhance their skills step by step during their career.
We offer students the possibility to use the laboratory for practical work for their studies.
Another way is cooperation with schools and universities. This way, companies also cope with new requirements, like technicians for alternative drive trains like electric engines.
One company systematically swaps employees for some time between different departments so that they get a better idea about the company as a total. Their experience with trainee programs, where new hires do this systematically in the first years of their career, is rather good and the participants have climbed the corporate ladder faster than others.
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