These Are Some Of The Methods To Develop And Strengthen The Labor Competencies Of The Employees Of Your Organization:
- Learning And Development Plan
An effective training program for your employees that provides education and preparation, but at the same time allows them to have control of their learning, maximizes efficiency levels and increases performance.
Online training programs with e-learning modality are an increasingly attractive option since they allow employees to learn at their own pace without having a schedule and with access to study material immediately.
The coaching is a very useful method, mainly when you work based on deadlines and goals. The benefits of this approach include improving communication and problem-solving skills, increasing the quality and quantity of work, and transferring learning.
In this method, the person benefits from having the support of a partner or leader who has the necessary experience and can help strengthen the functional skills required to perform the job more efficiently
- Multidisciplinary Teams
The implementation of projects by interdisciplinary groups and not individually increases the responsibility, interest, motivation, and sense of the relevance of the employee, who will also be able to test new skills, establish relationships and explore new areas of specialization.
By carrying out this practice, collaborative learning and the participation of collaborators with different competencies that can enrich each other are encouraged. When you detect that a person on your team needs to acquire or reinforce a particular skill, it can be of great support to share with colleagues who, because of their area of work, have more developed that competence; In some way, it is learning through observation.
- Rotation Of Jobs
The rotation of jobs, as well as cross-training, is based on learning new skills from a different position, which allows you to detect what areas of opportunity each person has and what skills need to be developed to advance to higher positions. Responsibility.
This can be done for several hours, months or even years and is very functional to increase the interest of employees in specific areas, prepare them for a promotion or improve communication.
- Side Changes
This method consists of moving a collaborator to a different position, but with similar status, remuneration and responsibilities; which increases flexibility and communication between the work units and is ideal for small and medium enterprises.
It is a process of individual improvement, and without a follow-up guided by another person. This method allows participants to approach the optimal performance requirements in their current role within the organization.
This modality is fundamentally oriented to people with a high level of discipline and self-confidence capable of overcoming difficult moments. In this case, the action plan must be defined during the process of feedback to the individual, which is carried out by an external consultant with the purpose of guiding the participant.
It implies, on the other hand, a previous effort of the organization, since it must provide the necessary resources to the person for their self-development.
This variant has the advantage of not being very expensive, and the program depends mainly on the participant, which allows it to be implemented with great ease. However, it requires for its effectiveness a commitment and a high degree of discipline on the part of the individual. On the other hand, it constitutes a standardized development approach, while it is less individualized where the person receives very little support from a specialized person, which can cause the subject to the desert.