First, let’s better understand the terms related to professional development and training.
Defining the Different Types of Training
Initial training is the education we receive in high school, college, or university. Acquired over several years, it allows us to obtain a diploma following exams and internships. This training is generally pursued continuously, but some people take breaks and complete it later.
Some organizations use the term “initial training” to refer to the training offered to new employees during onboarding, which can be confusing. This training covering the company's mission, vision, values, and strategic plan, should be part of the onboarding process.
Onboarding training is specific to the position being filled, including all duties and responsibilities, challenges, and relationships with internal and external collaborators. It also covers how to deal with suppliers and clients.
Mandatory training is routine for certain positions, particularly regarding occupational health and safety, and legal compliance (for example, with Act 25 respecting the protection of personal information).
Professional development, by comparison, is completed over a few hours or days, and sometimes during work hours. Professional development has two distinct objectives:
- To perfect skills related to employee duties and responsibilities.
- To transmit new knowledge that broadens professional or personal horizons.
Target Groups for Professional Development
- Employees
- Professional development allows employees to update their technical knowledge and skills related to their area of expertise. However, as soft skills become increasingly valued in the job market, it is beneficial for employees to develop their listening, memory, and stress management abilities, among others. Acquiring these skills promotes career progression and employability, and, consequently, a better quality of life at work.
- Managers and Executives
- Professional development allows managers and leaders to develop their knowledge and skills in areas such as human resource management, emotional intelligence, negotiation, performance, and more. It better equips them to face the numerous challenges related to team and change management, among others. When managers and executives acquire these skills, they unlock incredible motivational power, fostering team engagement and improving retention rates.
Different Professional Development Formats
Several formats are available online, the most well-known being tutorials, webinars, and course modules that employees can complete at their own pace on a computer, tablet, or smartphone.
Let’s not forget that professional development can also happen between peers. Social learning is making a comeback in workplaces, allowing employees to acquire knowledge from each other, strengthening team and interdepartmental bonds.
Practical workshops or mentorship and coaching programs are also effective ways to learn.
The Importance of Assessments
Regardless of the training format chosen, it is essential to assess if:
- The proper type of training was chosen;
- The training effectively met the identified needs;
- Modifications to the training are necessary;
- A complementary program could be offered.
Benefits of Offering Professional Development
Although companies with a payroll exceeding $2 million must allocate 1% of it to training, this obligation has several benefits:
- Strengthened skills;
- New knowledge;
- Improved job performance through motivation;
- Talent retention;
- Enhanced company image compared to competitors.
Points to Consider
Many questions will come up if you’re considering setting up a professional development program at your company. Here are some points to remember while starting this process:
- Certain software facilitates training management by collecting data on training costs and hours, salary cost per employee, etc.
- Other software enables the creation of training programs on a specialized platform, automating employee learning.
- The 1% training law applies to all companies with an annual payroll exceeding $2 million.
- Funding sources exist to implement professional development programs.
Conclusion
Investing in professional development offers numerous benefits, but we know that setting up such programs requires careful thought and significant time and financial investments. However, the benefits of professional development programs outweigh the costs, making them a major asset for employee growth, performance, satisfaction, and retention.
At Bedard Human Resources, we can help you develop professional development programs for your leaders and employees. E-mail Stéphane Pépin at spepin@bedardressources.com for more information about our HR consulting services.
