Career Advancement Via Personal Development Training By Training Education Management
A recent publication for Central Connecticut State University, a Public university in New Britain, Connecticut interviews Dr. Don Ford about Personal Development Training: Click Here!
Some Highlights of the Interview!:
Dr. Don Ford is a human resource management consultant specializing in talent development and the author of four books.
We recently asked Don about the value of continuing education and how to make your continued education stand out on your job applications. Here’s what he shared:
Can you tell us about the mission behind Training Education Management?
The mission of Training Education Management LLC is to assist organizations and employees to reach their full potential by improving human performance at work. We achieve our mission by partnering with leaders to analyze their human resource management, identify areas for improvement and design and implement custom HR solutions that produce business results.
Can you talk about the importance of talent development to businesses and professionals today?
People have always been a critical component of business success, but today this axiom is more important than ever. In a global economy in which goods and services move freely throughout the world, the only remaining competitive advantage is a company’s talent. It’s the only resource that cannot be easily duplicated. Moreover, research studies have shown repeatedly that investments in human capital (people) are more productive by far than any other business investment, be it land, buildings or equipment. So, companies that want to thrive today must pay close attention to their human resources and the managers who lead them.
When should organizations and/or professionals seek talent development and training?
Ideally, organizations should have a talent development strategy from the very first employee a new business hires. Unfortunately, few organizations possess this kind of foresight. Typically, small businesses start out relying on relatives, friends and known referrals for their hiring strategy. Once selected, new employees often get little formal on-boarding, instead relying on the assistance of co-workers to learn their new jobs. This haphazard approach leaves many employees without the knowledge and skill to properly do their jobs, creating productivity problems down the road.
A much better approach is to proactively create a talent development strategy based on a careful analysis of the kinds of skills the organization needs, the kinds of personalities that are most likely to succeed in the organization’s culture and the places where such people can be found. This ensures that the organization is hiring the right people for their openings. Once hired, new employees should go through a systematic process of on-boarding, learning both the particular skills required of their new position, plus the organizational and industry knowledge that will help them succeed. As they gain more experience, organizations should provide regular training to improve and upgrade skills and prepare for promotion. Talent development should also be linked to the compensation and rewards system so that employees are being rewarded for obtaining new skills and applying them to help the organization succeed. Such a systematic approach to talent ensures that organizations are getting the best out of their employees and that employees are deriving personal satisfaction and rewards from the work they perform.
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