That is a HUGE MISTAKE. Because of technology, work processes greatly affect the business situation and development of a business. The business situation of enterprises must always follow market and customer trends. Market trends and customers are always changing. Thus, back to the business development to go forward, the workflow and new technologies need to be updated and changed, not continuously but must. And who are the users of new technologies and applications of new workflows, new skills, new knowledge?
How to develop high-quality human resource solutions?
None other than your team of “longtime employees”. If you let them stagnate, doing the same job year after year, the same process, the same technology, the risk is very high. The risk is that they don't want to change, 2 or 3 years won't change, why do it now?? Thus, the training of personnel becomes forced, the effect achieved is not as expected. It directs us to the question of how to have a solution to develop high-quality human resources?
So what to do?
Immediately read the following things to note to have a long-term training and human resource development plan right now!
3 notes when you want to invest in the long term human resource development solutions High quality: Longtime staff training
Employees always need to be trained and learn new knowledge continuously
The human factor in an enterprise always needs to be a top priority. It determines the success or failure of a business. Every employee in the business needs to be trained, worked and developed every day. They will be like young shoots that are watered, absorb light and photosynthesize to grow and become stronger.
Employee training is an effective human resource development solution
Especially with the training process for technical staff, it is necessary to organize continuous and timely training. They need to apply their new knowledge and skills to their work. And it will help businesses keep up and possibly be in the TOP of the market. To do that, depends on how the human resources are invested by the business.
On the other hand, the management and leadership department, also part of the long-term staff, need to be retrained in working and management skills. At the same time, the knowledge about human resource management and employee training also needs to be understood. From there, employee training plans and programs will clearly increase efficiency, on the actual work itself.
Consider this an appropriate and long-term investment, so the company does not need to hesitate to create conditions for employees to improve their qualifications.
Re-training long-term personnel, the work requires long-term investment
There is a truth in training new employees: it takes more time to adapt to the job than it does for retrained employees. Firstly, because they are not familiar with the working process, it is inevitable that they will be confused when joining the existing process. Second, because businesses always require new employees to immediately adapt to the environment and do the job immediately and effectively. It is also one of the reasons why many employees fail to pass the probationary period.
Therefore, the requirements for quality and efficiency are reversed, weighing heavily on the shoulders of longtime employees. So if longtime employees do not have new knowledge and skills like new employees, how to improve the quality of work? Thus, businesses cannot neglect long-term training, for the "long-term employees" who are helping businesses make profits.
Solutions to develop high-quality human resources by retraining human resources
Talent training long-term employees is one of the important training programs of enterprises, as mentioned above. Focus on long-term training, because former employees only need to help them update and supplement the necessary knowledge for the position they are taking.
It is necessary to have short meetings to summarize and draw experiences to help long-term employees promptly add new knowledge, including solutions to develop high-quality human resources, both formal and informal.
Obstacles in implementing solutions to develop high-quality human resources
When there are more than 84% enterprises think that long-term personnel training is necessary and always ready. But in reality, only 40% enterprises actually have long-term employee training, and 44.9% organize 2 or more training courses. Those are statistics for enterprises participating in training, organized and managed by the centers.
This shows that the actual quality of training along with the time and cost spent makes businesses not see the results.
And very few businesses think that training long-term employees continuously is a profitable investment, rather than an expense. Eurowindow's General Director, Nguyen Canh Hong, affirmed: “…In order to build a prestigious brand and produce quality products, the staff must be professional. But in order to do that, there is only one way that businesses have to create the best conditions for employees to learn and supplement new knowledge ... ".
In addition, businesses will have solutions to develop high-quality human resources, attract more talents, and retain highly qualified employees for longer.
Enterprises need to consider before implementing an HR training program for long-term employees. It will help businesses provide long-term orientation for training, improvement and productivity strategies for employees in the future.
