How to choose a course
Choosing the right training is key to the development of your resources and the success of your organization. Here are some key points to follow. How to choose a course As soon as you ask your management for a promotion, they tell you: “Do you have the skills for this job? What training have you […]
Choosing the right training is key to the development of your resources and the success of your organization. Here are some key points to follow.
How to choose a course
As soon as you ask your management for a promotion, they tell you: “Do you have the skills for this job? What training have you had? What qualifications do you have? What is your skills development plan? We don’t yet know whether to look for this skill internally or externally”. In short, you need to choose training that will enable you to progress in your career plan.
In short, it’s all about skills.
And yet, what has your company done to train you for your current or future tasks? Often not much… And what about the percentages of compulsory payroll expenditure earmarked for training under government skills standards? They’ve often been “spent” on in-house training that, quite often, no-one has even heard of. But it’s true that the law allowed in-house trainers to provide on-the-job training, which authorized a certain number of arrangements…
There’s no shortage of training options, so in this jungle we’re going to try and point you in the direction of the types of training that would be most beneficial to you, depending on your needs.
Are you having problems with your team?
The most suitable type of training is action training, in which you take your whole team out for one, two or three days, often in the forest, to solve problems or achieve feats with your team. There’s no better way to strengthen bonds, learn to help each other and develop joint action plans.
” Being with your team, in the middle of the forest, laughing and supporting each other physically, and then analyzing our actions and drawing parallels with the company, gives us tools and a work climate that transcends the company and the individual,” says Dominique Forget, President of Passe-Montagne.
Learn from the experience and apply it at work!
Are you a supervisor looking for a promotion?
Take indoor training courses on topics such as performance management, employee management, coaching and meeting organization.
Overworked?
Think of training courses on time and priority management, which, although disruptive to your habits, will undoubtedly enable you to see things with fresh eyes.
Want to increase your sales?
Take a sales training course, as long as it’s adapted to your type of selling and enables you to create a sales pitch that you can use with your customers at the end of the session. Or, rarer on the market, take a serious sales management course to better allocate your energy to your various customers and prospects.
Do you need to master new software to access a new position?
When it comes to specific software, classic training with an instructor is generally the best!
For well-known software such as Office Suite 2000 or XP, we recommend
E-Formation, i.e. self-training on your own computer.
“Distance learning is both more flexible, because employees can be trained individually, according to their availability, and more rigorous, thanks to precise learning assessments,” says André Goli, President of Édu-Performance Canada.
If you need to master complex technical processes for several hundred people in your organization, E-Learning is undoubtedly the most suitable solution; for a small number of employees, prefer conventional training.
CHOOSING TRAINING: TIPS
– Identify the key tasks
in your current job
in the position you’re aiming for
– In conjunction with human resources, draw up a training plan.
Jean-Pierre Mercier