Internal training is an effective, motivating, and effective method for improving employee skills. Whether training is provided at the workplace, from informal or formal trainers and mentors, or perhaps in a good restaurant, internal training has the potential to have a positive impact on employee learning and development, also on leadership skills development.
Internal training provides distinct benefits for company stakeholders and employees, which is not obtained if we send employees to attend external training programs or seminars. Skills transfers occur more naturally, and employees who become mentors or coaches strengthen their expertise by training other employees.
Internal training improves employee skills and ensures readiness for the next level of promotion, or eligibility for internal position transfers. For this reason, internal training is generally far superior to public seminars or workshops.
Internal training usually teaches and discusses case examples of conflicts, problems, and challenges that are real and do occur in the company. Issues and challenges addressed in this kind of training will be encountered by participants every day at work. Therefore, internal training if done well will be able to provide the skills and knowledge needed by participants to succeed in their work.
Not only that, but internal training also prepares employees to succeed in their next job.
Internal training is presented in languages and terminology that are understood and understood by participants because it is directly related to their work. This kind of training will develop employee skills and strengthen their knowledge of their work.
In addition, holding internal training will strengthen the abilities and skills of senior employees who provide training. We are certainly familiar with the old adage that says the best way to learn is to teach it to others.
If we want to invest in training programs, we must arrange for training to be effective and full of benefits. If not, employees may feel that they are victims of futile “compulsory training”. If there is no benefit for them, then there is no benefit to our organization.
As training facilitators, we need to spur positive organizational change, be it productivity, corporate culture, interpersonal relationships, employee involvement, emotional intelligence, or leadership skills.