Empowerment for employees: to internal training!


Work well, plant 500 trees! We make the working world more humane and ecological, e.g. through our well documented Engagement for Climate Protection. As Book Publisher Best of HR – Berufebilder.de® with a unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. From the Top 20-Blogger Simone Janson, referenced in ARD, ZEIT, WELT, Wikipedia .
Copyright:  Artwork created as part of a free collaboration with Shutterstock. ,

The focus of the Further training has changed enormously with the digitization: more than individual qualification is now about meaningfulness and participation in the company success. Good reasons to participate and to ask for more.

Empowerment for employees

Here writes for you:

 

Mujibor de Graaf Mujibor de Graaf, serial entrepreneurMujibor de Graaf is the founder of IT solutions for the exchange of knowledge.

  Profile

Continuing 4.0 in the name of networking

For today's employees, further education means more than just attending individual courses and courses. Rather, it is a long-term process that involves employees and Company supported for three primary goals:

  • Empowerment - freedom of decision at employee level
  • Competence exchange - mutual support and enrichment
  • Agility - fast adaptability through good preparation

Ultimately, it is still about success and recognition of the individual employee. And to strengthen the company, which benefits from the competence of its employees. But the ways have changed: digital is much faster and more direct. On the other hand, feedback and personal exchange should be maintained. Further education 4.0 (analogous to the Industry 4.0) therefore stands for a networked expansion of competences, in order to support individuals in advance of the whole.

Employees have their own interest in expanding these paths: through empowerment, they gain more autonomy; more regular knowledge and feedback through the exchange of expertise. They can also help shape the company's success if they can act agile on the basis of their knowledge. Together, these aspects create a company-wide advanced training culture, which is to be examined in more detail here.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

To decide with oneself

For many workers, a job today has to bring more than money and security. The requirements include flexibility, work-live balance, meaningfulness and participation in higher-level processes. Often to the frustration of employers: Involving every single employee in processes can be difficult or impossible. Nevertheless, it is worth keeping employees informed at least, and communicating strategic considerations and background knowledge transparently. The idea here is that well-informed people make good decisions. In this way, managers avoid the need to control individual work steps by leaving the employee to act “correctly” in the interests of the company.

But what is correct? As I said, a prerequisite is sound knowledge. Regularly refreshed knowledge of guidelines, business environment, strategies and competitors enable an employee to assess situations competently and to act accordingly. In other words, he or she is “empowered” to act in the sense of the superior without the latter necessarily being present or being available for direct feedback. Hence the term empowerment established. The manager literally gives “empowerment” to act independently and benefits from a lower error rate and higher motivation on the part of the employees.

Learning from each other

Classical continuing education is often aimed at strengthening individual competencies. Individuals' qualifications can only be applied correctly if they fit into the overall structure, ie if employees are able to guide, motivate and support others correctly. Frustration is easily created with the (further) educated employee, who can not use his knowledge correctly, as well as with the team, which only receives the absences through seminars instead of results. It is therefore more sensible to communicate knowledge and newly acquired competences in a team and to apply them together.

In order to focus on joint learning in internal training, trainings rely on dialogue and feedback. This is easy to implement for face-to-face training, but what about more digital means such as eLearning? Social Learning is a variant of eLearning, which relies heavily on exchange and encourages questions and answers to each other. Besides that, too Blended Learning (Mix of on- and offline elements) and Webinars (online seminars) in order to maintain the personal exchange during online training.

Make business agile (er)

In the rapid change of time, “agility” is gaining importance in order to advertise flexibility and speed of reaction on the market. Nevertheless, agility is one of the most vague terms on the corporate scene: is it about strategy, status or state-of-mind? Arie van Bennekum, co-founder of the Agile Software Development Manifesto, says: “Agile is what you are, not what you do.” In other words, the will and identification with dynamic processes lead to success, but not the structures and strategic considerations.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

If a company wants to position itself dynamically, it is essential to avoid long preparation times for changes. So it always has to be prepared, and of course this includes the employees. And, as always, communication is required to take employees along. Information relating to the identity and positioning of a company can easily be disseminated through the usual channels: intranet, social media, emails, speeches. It just has to be done, of course and regularly. Since internal further training is an essential part of the exchange of operational information, it is also a way of involving employees in agile processes. A sensible one at that, because here information is not only transmitted according to the “one-to-many” principle, but also discussed, internalized and queried again and again. So if you use the internal training to involve the employees in higher-level processes, you are not just expanding the knowledge in the company: People work more motivated and get a feeling of belonging and meaningfulness. At least if exchange is carried out regularly and at eye level, so that feedback and feedback have an effect.

Modernizing education

Requirements and ways of continuing education have changed in the course of digitization: faster, more dynamic, self-determined. Therefore, the deployment of computer-based forms of learning such as eLearning is hardly surprising. People want (and have to) use suitable moments to further their education and are less and less likely to keep whole days and weeks off for seminars. Similarly, the freedom is celebrated, retrieve content at any time on the particular device desired, so like mobile.

The flexible retrieval is accompanied by the fact that learning steps become ever shorter and more compact. In order to meet this demand, the so - called Microlearning established: learning in short units, or even snacks. Learners therefore have to spend less time on individual learning sequences and can gradually complete their training. Above all, this form of presentation allows a much higher concentration than the hourly seminar. Digital education is therefore very promising. It is and still is important that trainers and participants try out the new paths together and support each other by feedback on the level of their eyes and fair evaluation.


More knowledge - PDF download, eCourse on demand or personal advice


Offline download: Download this text as PDF -  Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now


Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now


Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now



You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. talent miracle

    #Empowerment for employees: On to the internal #Experation! - Highly recommended PLUtEAL2AT via @berufebilder #HR #RT - Highly recommended x8ZWqWBWvv

  2. Competencepartner

    Empowerment for employees: off to internal training! by Mujibor de Graaf: The focus ... - Highly recommended Gzzz5zeZ8U # Profession # Education

  3. Coursepath LMS

    On to internal training! How employees ensure empowerment #arbeit40 #digitalisierung - Highly recommended YFNrbdpRN3 via @ berufebilder

Post a Comment

Your email address will not be published. Required fields are marked with * .

Ja, I would like to be informed about the latest promotions and offers via Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.