Training company employees: examples and common mistakes. Induction and adaptation of new employees

In order to provide themselves with competent, qualified employees, many enterprises use training for staff. Modern conditions dictate the rules of fierce competition in the personnel market. Therefore, training and development of personnel, improving their qualifications are very important issues.

What is employee training and what is its main function? Training (from the English train, which means “to educate, develop, teach”) is a short-term form of active learning, during which the development of knowledge, skills, social attitudes and psychological techniques occurs, as well as the application and strengthening of acquired knowledge.

Corporate training, or personnel training, is used to develop employee skills, strengthen management interaction, and it increases the efficiency of an organization or enterprise.

In order to achieve the desired result, a set of trainings is used. Despite the fact that this is a rather intensive and complex process that affects all aspects of doing business, this method fully justifies all the time and financial costs associated with it. It has been proven that as a result of successful personnel training in this form, the performance indicators of the enterprise’s employees in their industries increased significantly.

Types of staff training

For the professional growth of their subordinates, business leaders use several types of training:

1. Trainings that are designed to develop and improve the level of professional skills of employees. They improve negotiation skills and optimize sales techniques.
2. Management training helps develop leadership abilities, the ability to build a team, and rally the team around one common goal.
3. Trainings for successful teamwork are aimed at developing communication skills, the ability to communicate effectively in a group, and finding alternative solutions to problems and conflicts in the work team.
4. Time management training, which teaches you how to properly plan your time, so that work tasks are completed more productively and on time.
5. Psychological training for staff is aimed at increasing the self-esteem of group members, helping people gain self-confidence, overcome their fears and complexes, and eliminate anxiety. By making important changes in the minds of participants, such trainings also contribute to their personal and professional growth.

Where to start training staff?

The effectiveness of the training, the effective implementation of all tasks assigned to it, depends on clear planning, a competent choice of goals for which the training will be focused, determined by the needs of the company.

To plan training, it is necessary to take into account all levels of the work team that will take part in the training, and agree in advance on the training time, form and topic with the training members and their immediate supervisors. The correct choice of the trainer himself is also important.

Research shows that a large share of the success of the training depends on drawing up a competent plan: 80% of excellent results are responsible for the correct choice of the form of training, the personality of the trainer, who will help create the necessary motivation for success. The moment of creating motivation and focus on the result of training is very important. After all, if employees treat the training as a punishment or another vacation, the work done will not bring the necessary effect and will not allow them to achieve their goals.

When choosing a trainer, it is important to pay attention to the following factors:

• the trainer needs self-presentation and “body language” skills;
• the trainer must be able to establish trusting relationships in the group in order to be heard by the audience;
• it is important to easily and deftly manage the training process (a high level of ability to conduct a discussion, monitor the dynamics of collective thought processes, quickly respond to any changes in group activity);
• be able to use and combine forms of training, combining them in such a way as to achieve the greatest training effectiveness;
• the trainer must encourage the enthusiasm of the participants and make them want to actively apply their knowledge.

Various techniques are used during staff training:

1. The case method is the identification of a specific problem situation and subsequent finding of optimal ways to solve it.
2. Business game - the coach models possible situations for which it is necessary to find several suitable options for the possible development of events.
3. Role-playing game - participants take on different roles and play out certain situations that may arise in the work process.
4. Group discussion, or consultation, group discussion of problems, tasks, questions in order to find the right solution together.
5. Brainstorming – stimulating the development of creativity among group members.

In order to evaluate the effectiveness of the training, you can conduct staff surveys, surveys of participants, in which the impressions of all members, introspection and self-analysis are important.

Control exercises are also used to determine the level of mastery of the necessary skills and knowledge. It is possible to evaluate how effectively staff training was carried out by observing direct management “in the field,” that is, monitoring the employee’s performance of his or her job duties.

Conducting training for staff is a profitable investment, because the high level of qualifications of employees, their brilliant professional knowledge and skills are one of the main components of the successful activities of the entire organization.

Enterprises develop effectively based on many factors. One of them is the professional growth of their employees. Therefore, staff training is the key to the success of any company. Thanks to this, the employer has more qualified employees on its staff who perform high-quality work. The employee, having received training, improves his qualifications, which contributes to career advancement.

Why is staff training necessary in an organization?

Training and advanced training implies the acquisition of new knowledge and skills by employees. Often, new technologies appear in organizations and innovative equipment is introduced. They require appropriate qualifications. Personnel with the necessary skills and knowledge will not hinder the development of the organization. Therefore, it is beneficial for the employer to train their employees. According to Art. 197 of the Labor Code of the Russian Federation, an employee has the right to receive training and additional professional education, as well as undergo an independent assessment of qualifications. For this purpose, a corresponding agreement is concluded between the employer and employee.

Types of personnel training in an organization

For ease of understanding, we present the types of personnel training in the form of a table:

Employees are trained within the organization or outside it. When using the second option, the employee is disconnected from the production process.

Methods of training personnel in the organization

Teaching methods directly depend on the place of study:

1. Methods for training employees outside the workplace:
   • Lectures – theoretical knowledge is given to employees orally.
   • Conferences and seminars - where discussions and debates are held, employees acquire new knowledge regarding correct behavior, and also learn to think logically.
   • Business games - all participants are given specially assigned roles and specific situations are assigned.
   • Training – during this training, the employee learns the basics of the activity.
   • Simulation – real working conditions are created. The student is given the task of making decisions in individual situations.
   • Self-study – employees study the proposed material themselves.
2. On-the-job training methods:
   • Copying – a newbie repeats the work of an experienced employee.
   • On-the-job training – the employee receives clear information about working in a new place.
   • Mentoring – an employee is assigned a mentor who monitors the correctness of the work performed.
   • Rotation - an employee is transferred to another area of ​​work for several days to acquire new skills.
   • Complicating the task - first a person is given a simple job, then a more complex one. Each time the tasks are given more and more difficult.

In practice, other methods of on-the-job and on-the-job training can be used. The advantages of the second option are that a person works and in the course of work acquires knowledge and skills.

Forms of personnel training

Personnel training at the enterprise involves the following forms:

• Experiential or experiential learning - a person learns on his own. However, this happens in some logical order.
• Guided work - the teacher shows the trainee how to do the work. Then the student, under his guidance, does the work himself.
• Program learning - the student studies information and answers clearly posed questions.
• Computer training - the employee independently studies information on the Internet.
• Active learning by doing - the employee gains knowledge while performing assigned tasks. Let's say participating in a group project.

Training and development of personnel in an organization is effective when its costs are lower than other costs associated with hiring errors.

How to evaluate the effectiveness of staff training

The effectiveness of staff training can be assessed in any of the following ways:

• Testing after training.
• Observing the work of a trained employee in the workplace.
• Observing the reaction of a student employee during the training process.
• Evaluating effectiveness in the form of a questionnaire.

The assessment criteria must be communicated to the employee before the start of training. After its completion, the results of the certification are reported to the personnel management service.

Order on sending for training

When sending an employee to training events, an order is issued to send the employee to training. It is compiled in any form. However, there are mandatory points that the training order must contain:

• Company name.
• Title of the document.
• Date and order number.
• Time and date of training.
• Name of educational institution.
• Payment order.
• Signature of the manager and other interested parties.

Order for employee training - sample:

Training at the expense of the employer can be immediately paid for by the organization or compensated to the employee later.

Employee training at the expense of the organization: taxation

According to paragraph 21 of Art. 217 of the Tax Code, amounts for training in licensed institutions for employees are not subject to personal income tax. The same applies to tuition reimbursements. In addition, such amounts are not subject to insurance premiums (Article 422 of the Tax Code of the Russian Federation).

What forms and types of work with personnel reserve exist? Where to order training and development of personnel in an organization? What are the methods for identifying staff training needs?

Hi all! Today I, Alla Prosyukova, propose to talk about staff training.

The rapid development of technology forces employers to constantly improve the level of staff through training. Professional personnel increase the competitiveness of the company and its profits.

Improved qualifications also benefit the employees themselves. They cope better with assigned tasks, which leads to higher salaries and career advancement. But in order to achieve the desired results, you need to know the main points of organizing staff training. This is exactly what will be discussed in my new article.

Those who read to the end will receive a bonus - useful tips on the topic of the article and interesting video material.

1. What is personnel training and why is it carried out?

We constantly hear: “staff training, staff training.” But not many people can clearly explain what this process actually is.

So let's start with the basic definition.

Training is the development of professional skills, abilities and knowledge of employees in accordance with the goals and strategy of the company.

As I wrote above, employee training is important not only for the employer, but also for the employees themselves.

Benefits for the employer:

• highly professional personnel capable of solving the most complex problems;
• reduction in staff turnover;
• formation of a personnel reserve;
• reducing recruitment costs;
• increasing employee motivation.

Positive points for the employee:

• acquisition of new professional knowledge and skills;
• salary increase;
• promotion;
• confidence in the future;
• no fear of losing your job;
• increased respect and appreciation;
• increasing work motivation.

2. What types of personnel training exist - TOP 3 main types

Personnel training is classified according to various criteria. By type, it is divided into training, retraining and.

It is with them that I will introduce you in more detail.

Type 1. Personnel training

The purpose of employee training is to obtain the necessary knowledge and skills to perform certain tasks.

Example

Dasha graduated from school this spring and tried to enter the university. However, I didn't get enough points. The girl decided not to go to the paid department, but to prepare and try again next year. In the meantime, we need to go to work! Of course, she had no profession.

Based on the situation, Dasha chose the nearest supermarket for her employment. Convenient schedule, “live” work close to home, plus training and staff training right at the workplace. And you master the profession, and the salary comes.

Type 2. Personnel retraining

From the name of this type of training it becomes clear that retraining– this is the acquisition of knowledge by employees in connection with a change in profession or changes in requirements for it.

Example

Natalia Kozina had a higher education in economics and 4 years of experience as an accountant. As part of her job, she closely interacted with the economic planning service. Therefore, when a position as an economist became available in the company, management decided to offer it to Kozina.

But Natalya did not have the necessary knowledge. The management decided to send her for short-term retraining to their own training center.

Type 3. Advanced training

This type involves employees obtaining additional knowledge in connection with changes in qualification requirements for a particular position, specialty, etc.

Such training will help the employee adapt to new conditions without loss and continue to perform his duties at the proper level.

Sometimes advanced training is the only way to keep your job.

3. Basic methods of training personnel in the workplace - 6 main methods

Various methods are used to train personnel. Their choice depends on the method of acquiring knowledge: on-the-job training or off-the-job training.

We will consider methods related to both methods. Let's start by looking at 6 methods used in on-the-job training.

Method 1: Copy

Everything is very clear here. A new employee observes the actions of a more experienced employee, repeats all his movements, as if reading them.

The more accurately he repeats them, the faster the beginner will develop the necessary professional skills.

Method 2. On-the-job training

Surely you remember how, when you were hired, you were given on-the-job training.

On-the-job training is generalized information about the upcoming functionality, making it easier to get into a new position and soften getting used to the new workplace.

Method 3. Mentoring

This method has its roots in the distant years at the dawn of the young Soviet republic.

Mentoring– training of a young specialist by an experienced employee, who is assigned to the newcomer for a certain period and takes patronage over him.

A distinctive feature of this method is that training is carried out directly at the workplace during working hours, under the supervision of a mentor and with his constant support.

Mentoring goes through 5 stages in its development.

This is especially true where the role of practical skills is great. For example, in the banking sector.

Method 4. Rotation

Rotation is the temporary movement of an employee to another workplace in order to gain new skills, knowledge, and experience.

Benefits of rotation:

• increases motivation;
• helps overcome stress from monotony of work;
• expands your social circle.

This method is especially in demand in companies where complete interchangeability of employees is necessary.

Example

In most commercial banks, the development of new areas of work occurs through rotation.

So, for example, an employee-operator serving individuals is temporarily transferred to serving legal entities. After some time, he becomes a universal employee of the bank's operational department. The bank did not incur any training costs, and the benefits are obvious!

Very often rotation is combined with mentoring.

Example

Chief Specialist of the Operations Department Marina Lapteva was going on another 2-week vacation. She will be replaced by Olga, a leading specialist in the same department.

So that Olga could fully perform her job duties in the new place, she was transferred to this site for 2 weeks ahead of time, where the girl, under the guidance of the experienced Marina, mastered the main aspects of the job responsibilities of the chief specialist.

When the time came and Lapteva went on vacation, Olga, taking over her responsibilities, worked for those 14 days without any problems.

Method 5: Delegation

Delegation is the transfer of authority in decision-making on a specific problem.

Example

The manager of the operations office, Petr Vasilievich, left on a business trip after 2 months. The replacement was entrusted to Svetlana Ivanovna Kolosova, the head of the operations department, a competent specialist with extensive work experience.

However, she has never been in the role of office manager! In order for the replacement to be successful, Pyotr Vasilyevich began to instruct (delegate) Svetlana Ivanovna on a daily basis to resolve various issues.

Yesterday Kolosova single-handedly went to Mechta LLC to present the possibilities of the salary project. Today, Svetlana Ivanovna independently deals with office bills for utilities issued by suppliers. Tomorrow, according to Pyotr Vasilyevich’s plan, she will instead interview a candidate for the position of credit inspector.

So, in a fairly short time, Svetlana Ivanovna will master the basic powers of an office manager without stress or problems.

Method 6. Method of increasingly complex tasks

With this method, the student is given increasingly complex and voluminous tasks over and over again.

Example

When a new bank employee is on a probationary period, they usually load him up gradually.

First, he gets acquainted with the basic internal documents necessary for him to perform his official duties.

Then he practices the skill of opening the trading day. Then he is entrusted with servicing 1-2 client accounts. This is how every day an employee learns all the intricacies of the profession.

4. Basic methods of training personnel outside the workplace - 7 main methods

Now let's look at learning methods outside the workplace.

I have chosen 7 of the most well-known methods for consideration.

Method 1. Lectures

A lecture is a way to obtain theoretical knowledge. Lecturers are experts in a particular field.

The lecture method has both advantages and disadvantages.

Advantages and disadvantages of the lecture method:

Method 2. Seminars and conferences

The conference allows participants to find solutions to problems through active collective discussion.

At the seminars, the lecture material listened to is consolidated and its assimilation is checked. Typically, a seminar takes place in the form of an active discussion of a topic, which allows you to consider it from all sides, to analyze complex issues using the practical experience of not only the teacher, but also the students themselves.

Unlike lectures, seminars are conducted in relatively small groups (10-15 people)

Method 3. Business games

A real professional situation is played out in which the participants of the game (students) try to solve the problem set by the condition.

This technique allows you to learn while playing.

Method 4. Trainings

In the trainings, the theoretical block is kept to a minimum. Most of it is situational practical tasks, during which participants practice the necessary professional skills.

This method is based on active forms of learning using role-playing games and group discussions.

Method 5: Modeling

When training personnel, real work situations are recreated through simulation.

Example

When training “credit officers” of one of the commercial banks in Kazan, the Aktiv company widely uses the modeling method.

During the lesson, a real situation is created, for example, initial consultation of an individual client regarding obtaining a car loan. Group members are divided into clients and consultants.

Such immersion in real conditions helps to consolidate skills, delve deeper into the situation, overcome the fear of communication, and learn to work with client objections.

Method 6. Quality circles and working groups

Quality circles are voluntarily created groups to effectively solve assigned problems through joint efforts.

Advantages of training:

• increasing employee self-esteem;
• removing “clamps” from employees;
• the opportunity to learn to adequately perceive positive criticism and make collective decisions.

Disadvantages of the method:

• not suitable for taking on complex tasks and problems;
• a specially trained leader is needed to guide discussions to make the best decision;
• spontaneity - there is no discussion algorithm.

Method 7. Self-study

Workers study the necessary material without any help.

Self-study has a number of advantages:

• learning at an individual pace;
• anywhere at a convenient time;
• saving time and money.

But there are also a number of negative aspects to self-study:

• inability to ask questions and discuss difficult issues while studying the material;
• decreased motivation;
• lack of control.

In the age of high technology and the Internet, independent learning takes place in a very diverse way using video, audio, and special programs.

Self-paced learning using video lessons is especially popular. “What I hear, I forget. What I see, I remember" - Confucius reasonably noted.

Video lessons allow the student to visualize the situation, in detail and in motion.

5. How to organize staff training - step-by-step instructions

If you are not a professional in the field of personnel training or you have never acted as an organizer of training programs, then my step-by-step instructions will be useful for you.

Read and put into practice.

Step 1. Determine the purpose of the training

First of all, it is necessary to determine the purpose of the proposed training.

Decide what you need:

• improving the quality and productivity of employees;
• creation of a personnel reserve;
• training of personnel for a new direction of the enterprise’s activities;
• increasing staff motivation.

Step 2. Select and approve the training format

Often the format of training directly affects its effectiveness. How to choose it correctly?

If you have a large company, its divisions are scattered throughout the country, and your employees have good computer skills, choose distance learning.

If the company is small, then perhaps a more acceptable form is training with an instructor. Direct contact promotes better digestibility of the material.

Make the right choice, and then learning will be not only useful, but also enjoyable.

Step 3. Create or select training courses

Companies that have their own training centers usually develop their own training programs.

Such programs fully meet the needs of the company. But only if they are done professionally. Otherwise, it is better to choose courses offered by specialized developers.

Step 4. Find and prepare training trainers

Staff training is carried out by both full-time trainers and invited ones. If the company has its own mentors who are capable of teaching, do not forget to check their level of training and regularly send them for advanced training. After all, they are the same employees, and the relevance of their existing knowledge is also important to them!

The option of training with invited trainers is quite common. Select such specialists carefully: collect reviews, request documentation confirming their level of professionalism, check licenses.

Step 5. Train company employees

Review and approve the training schedule and program. Create conditions for its passage.

Some companies offer courses on weekends. Then these days are compensated by adding them to the next vacation.

When training employees, do not shy away from controlling this process. Knowing that you have your finger on the pulse, employees will be more responsible, and coaches will not relax.

Step 6. Consolidate and evaluate the material covered

Reinforce the material you have covered using situational tasks. This method will allow you to identify gaps in training and correct them in a timely manner.

The best way to test knowledge is testing: the answers are strictly recorded, any disagreement with the results is easy to refute.

Step 7. Analyze the learning results and summarize

Any training ends with a summary. I recommend that everyone who has completed the training be asked to fill out a questionnaire that will determine the level of staff satisfaction with the course completed, find out the needs for further training, and identify bottlenecks in the course.

Based on the results, personnel changes are made, wages are changed, some of the employees are included in the personnel reserve, etc.

Only in this case will employees be motivated to further learn and improve their skills.

6. Professional assistance in staff training - review of the TOP 3 service companies

If your company does not have personnel training specialists, the task should be entrusted to professional specialized companies.

I decided to make your choice easier and selected 3 highly professional training companies. Meet us! Choose!

1) Triumph

The Triumph Personnel Center has been engaged in personnel projects since 1997. The agency provides services of the highest quality. Evidence is provided by the company's client base, which includes Gazprom and RBC, Raiffeisenbank and Otkritie Bank, Khiminvest and Gedeon Richter, as well as many other well-known companies.

Main activities:

• selection, adaptation of personnel;
• development of corporate standards;
• development of motivation and incentive systems;
• consulting support in resolving conflict situations;
• personel assessment.

All HR center specialists have extensive practical experience and the necessary educational level, which they constantly keep up to date.

2) Granite Consulting

The company has been providing legal and consulting services throughout Russia from Kaliningrad to Vladivostok for more than 7 years.

13,822 legal entities have already become regular clients of Granit-Consulting.

Company Services:

• certification;
• non-state examination;
• accounting services;
• legal services;
• Preparation,
• personnel services.

This is only a partial list. Visit the company's website and familiarize yourself with it in more detail. There you can also find useful publications, customer reviews and much other necessary information.

3) MegaPeople

"MegaPeople" is a training center engaged in training and development of personnel, develops effective training and... Visit the company's website.

There you will find:

• detailed information about the company and its employees;
• schedule of open trainings;
• training programs in a large number of areas;
• useful publications;
• feedback form.

On the website, the company offers its visitors a free trial online sales training. Test your strengths, but also form an opinion about the training courses.

7. How to choose a provider and training program - 4 simple tips

Making a choice is always difficult. Good advice in such a situation will come in handy.

To help you, I have prepared a few small tips that will allow you to correctly navigate the personnel training market.

Tip 1. Pay attention to the visual aids that accompany the process

"Better to see once than hear a hundred times"- this catchphrase perfectly conveys the importance of visual aids in learning.

It has been scientifically proven that about 60% of the world's population are visual people - people who perceive the world around them through vision.

Layouts, posters, slides, presentations, films - all these are visual means used to accompany the learning process. Such tools make learning visual and “live.”

Let’s not start the article with truisms and talk about the benefits of employee training. Let’s just accept it as a fact: we need to improve our skills and learn new things, period. Since many people work remotely, let's talk about types of online learning. How to choose worthy courses, what is taught there and how to evaluate whether the study has brought results?

Examples when training is necessary

Imagine one of the following situations arises in your business:

• you are expanding your staff and do not want to waste time training new employees;
• you are gaining momentum and feel that the knowledge of your employees is no longer enough;
• you see that by the quality of service;
• you have entered into an agreement to sell a new collection of a famous brand: you need to teach managers how to sell it correctly;
• you want to create the best team;
• you want to get rid of conflicts in your team.

For each of these problems there is a solution. The main thing is to choose the right direction for online training and get your employees interested in it. You can study via the Internet without additional equipment: all you need is a computer with access to the World Wide Web, some programs (“Skype”, “Hangouts” and others), uninterrupted communication and, of course, finances. Many training centers offer different options for distance learning: group and individual, regular and intensive.

Types of online learning

Group training

1. Video courses. As a rule, this is a series of training video lessons: employees watch them online, and then communicate with the organizer for understanding, and undergo practical training. For example, the first lesson: . Second lesson: . Lesson three: handling customer objections. Modern video courses are not boring lectures, but bright videos in . Such information is perceived easily and naturally.
2. Intensives. These are concentrated courses where participants receive a huge amount of information in a short time. Intensive courses are similar to regular courses: they include theory and practice. They usually take place every day - for example, during the working week.
3. Video conferences, webinars. As a rule, they are devoted to one topic or direction. For example, analysis of cases on increasing sales in online stores, training in specific sales techniques - for example,. A webinar usually lasts no more than an hour or two, an online conference may take longer. The presenter, or speaker, communicates with participants who may be sitting at monitors in different parts of the world. Anyone can ask questions verbally or via messages.
4. Trainings. They involve purely practical classes: less theory, more “meat”. Often held in the form of a game, a master class, or teamwork. This is a great way to train specific skills and abilities of employees. For example, working out customer objections, exercises on concentration and memory, training in specific sales techniques. Here's an example, a cold calling simulator: sales managers listen and learn from the examples of others what to do and what not to do. After such training, they will answer any question automatically and confidently.

Individual training

If the online store is small and has few employees, it is not practical to pay for group training. Well, if only the most general course is about the basics of an online store. It is better to choose your own format for each employee: for an accountant - modern accounting programs, for a manager - for a designer - work in graphic programs. The only disadvantage of such training: you will not be able to control everyone, therefore - only trust and, of course, further evaluation of the results of the work.

How to prepare employees for training?

If you have an ideal team, sending employees to training will not be difficult. But most often, unfortunately, people are not so motivated and agree to study with dissatisfaction, even though the courses are provided at the expense of the company. We advise you to go through these few steps so that training is not a burden and brings real benefits to the online store.

1. Gather your employees and explain to them why you are purchasing distance learning courses. The explanation “well, it’s just necessary”, “everyone does it, and we will do it”, “because I said so” are not suitable. Be clear about the problem you want to solve with online training and tell employees what they will learn and how it will impact their work. If they are in the know and can offer interesting programs, it’s worth listening.

2. Form a group that will undergo training. Think about what you need first: to train new employees, improve the skills of old-timers, train one person, or simply improve the psychological climate in the team. Based on the goal, assemble a group.

Advice: if the group is large, include both successful workers and outsiders. The secret is simple: the weaker will follow the leaders, and even if at first they were not very eager to undergo training, then they will definitely get involved. Well, if they don’t get involved, draw conclusions about whether you need such amorphous employees at all.

3. Find out if employees have everything they need to begin training. This is easy to do in the office: just walk through the offices and inspect the workstations. In addition to a computer and Internet access, take care of a microphone and a webcam: all of this may also be needed. Transfer money to remote employees to purchase the necessary training attributes, if they are not available.

4. Take care of who will replace your employees during the training. If the online store has interns, great, let them try themselves “in the fields.” If not, get on the phone yourself or attract partners. The training is unlikely to last longer than a week - you can handle it.

5. Warn customers on the website that employees are undergoing training and there may be difficulties with feedback. Be sure to apologize at the same time and note that subsequently the quality of service will noticeably improve. In a word, turn a possible negative into a positive.

6. Write down instructions and give them to each employee. For example, how to register on the website of the training organizers, how to enter your username and password, how to enter the program, install Skype, and so on.

7. Go through training yourself along with your employees. Even if you already know a lot, some of the nuances of the same manager’s work are still unfamiliar to you. Joint study will bring you closer to your subordinates and will give you the opportunity to supervise their work later with knowledge of the matter.

How to check if the training was successful?

The most important goal of any course is results. As a manager, you probably want to think that training money was not wasted. So, By what signs can you understand that the training has borne fruit?

1. Sales have increased. If previously managers did not close even half of the deals, now their percentage has become much higher. This is because they have learned and successfully apply them in their work. Simple and logical.

2. The number of satisfied customers has increased. It is possible that quantitative indicators will not increase immediately - pay attention to other criteria. For example, people began to leave more often and excellent service. Draw conclusions - it means your employees have been taught to be more loyal to customers. Or, for example, your programmer took a course and learned how to do it - separate for each product sold. The landing page itself, as we know, does not bring any special sales - but it brings customers to the main site, which means . Look at the statistics, and if traffic has increased significantly, then the result is obvious.

3. Labor productivity has increased. Previously, sellers processed ten orders a day, now - twenty. And all because the team completed the course and now does not waste working time on tea and cookies. Or another situation: the sales department was slowed down by a slow girl who couldn’t keep up with everyone and always found herself lagging behind. After the training, her personal efficiency increased significantly: the employee works faster and is about to become a leader.

4. The training time for beginners has been reduced. When an intern previously came to you, you gave him a mentor who brought him up to date, taught him the intricacies and intricacies of the work. This took a certain amount of time. If a short course in the specifics of operating an online store helped beginners quickly “get into” the specifics of work, then it was not in vain. The opposite situation is also possible: with personal contact with a mentor, training goes faster, because the newcomer who has completed the course constantly asks again and distracts other employees from their work. The conclusion is obvious: mentoring is the best way for your online store.

5. The psychological climate in the company has improved, employees have become more united and friendly. This often happens after group training, which takes place in the form of a game, fun team work. Emotions experienced together bring people together - which is what needed to be achieved.

6. Satisfaction of training participants. I once went through a training, after which the main thought was “Is that all??”. The coach said the most boring things, told truisms and taught our team absolutely nothing new. Needless to say, nothing from the three-day training was put into practice. This means that the organization threw money down the drain.

How to avoid falling for scammers

Distance learning courses on the Internet are now seemingly invisible. There are also scammers among them. Check the organizers from all sides so that the money for training does not go to waste.

1. Don't choose solo coaches(unless, of course, it is Radislav Gandapas), but serious, time-tested companies. They have the necessary certificates and training licenses and impressive work experience. Sofa gurus, as a rule, only have a well-spoken tongue and huge ambitions.
2. Read reviews on the Internet. Just enter the company name, coach name, contacts or bank details into the search engine and enjoy. If something worries you, it’s better not to get involved and look for a more reliable option.
3. Make sure that the training conditions are as transparent as possible. Good trainers will tell you how the training will be carried out, how and for what to transfer payment, they will write out programs for each day, and provide guarantees. If they don’t answer your questions with any specifics and get off with loud phrases and slogans, run away.
4. Check how long the company or coach has been in business. If a website domain or social network page was registered a month ago, and its owner sings sweet songs about years of effective work, it is clear that this is a scammer.
5. Pay attention to the price. If it is too low, it is clear that something is wrong. Free cheese only comes in a mousetrap: - an obvious scam. No coach will work at a loss. At best, your employees will be offered a miracle program or script that “will do everything for them,” at worst, they will simply be abandoned.

And most importantly, don’t stop at just learning! Conduct it regularly: advanced training courses once a year, one-time webinars and trainings every quarter. This way you will strengthen your corporate culture, keep your employees on their toes and, of course, significantly increase their professionalism. Remember: the main thing is consistency!

One of the conditions for the company’s development is the professional growth of employees. Training is beneficial not only to the employee himself, but also to the employer, because by investing money in employee training, the employer will receive even more income in the future. By studying, an employee improves his qualifications, which can contribute to career advancement and an increase in wages. And the employer receives qualified personnel who will perform the work efficiently.

Why employee training is important

New technologies are emerging, new equipment is being introduced into production, which requires certain qualifications of employees. If the staff has the required skills and knowledge, then the organization will not stand still, will develop and remain competitive. For these reasons, training an organization's employees is very important to the company's success.

Every enterprise strives for high production and increased labor efficiency. By training employees and improving their skills, a company can achieve its desired goal. The following are the areas of personnel training:

• when a new employee joins the company, he undergoes training;
• if the scope of work changes or the employee moves to another position, training is required;
• if staff perform their immediate duties poorly, training is needed;
• developmental training is provided for those who want to improve their skills and for managers;
• training is organized if work technologies or the order of interaction between structural departments have changed.

Let's understand what is meant by training employees of an organization. This is the acquisition by employees of knowledge, skills and abilities under the guidance of managers, specialists, experienced teachers, and mentors. The learning process has a specific purpose. If circumstances are favorable, then it performs an important function, which is to motivate staff and make the best use of them.

What is important is continuing education. The following are factors that confirm this:

1. In a competitive environment, the leader is the one who constantly trains his employees and has a modern system of engineering work. Currently, there is a high level of competition between countries.
2. It is not profitable for the employer to attract new employees who have knowledge. The most economical and effective option is to train staff to increase productivity.
3. Technology is constantly changing, so ongoing employee training is essential.
4. Production of modern goods, introduction of new technology, equipment, growth of communication capabilities.

Employer and employee have different ideas about learning objectives.

The employer considers the following goals to be:

• personnel reproduction and integration;
• adaptation;
• organization and formation of management personnel;
• the ability to identify a problem, understand its causes and solve it;
• flexible personnel formation;
• introduction of innovations.

The employee believes that the goals of continuing education are the following:

• acquisition of professional knowledge that affects the work of the enterprise: about product suppliers, buyers, various organizations, in particular banks;
• maintaining qualifications at an appropriate level;
• staff development;
• improving skills in planning and organizing the production process.

How to train employees in the Toyota style

Toyota often says: “We don’t just create cars, we create people.” The leaders of this company are convinced that 90% of an employee’s talent is formed through hard work and constant practice, and only ten% depends on natural inclinations.

How Toyota develops talent on a mass scale, the editors of the General Director magazine told.

Main objectives of employee training

1. Increased labor productivity. In fact, the training of an organization's employees and their motivation are closely interrelated. If the training system at the enterprise is built correctly, then in this way you can easily influence the increase in employee motivation.
2. Increasing the effectiveness of the period of time when a new employee adapts to the company. During this period, the newcomer adopts the professional knowledge of employees, he understands what relationships have developed within the enterprise, what the corporate culture is. Therefore, adaptation training for employees will be effective. The new employee understands the company’s strategy, what determines the newcomer’s activities and his training in the future. Relationships between an organization and a person can only develop if he accepts the values ​​of the company he came to work for.
3. Training of management personnel. In the recent past, at Russian enterprises, employees who were striving for career growth were not sent for training. They assumed a new position and began work. Of course, in this case, the employee’s professional competencies will take a long time to develop, as a result of which the efficiency of his work will be lower than it could be if he had undergone appropriate training. Accordingly, the company will suffer losses from this.
4. Renewal of personnel. We must try to retain and develop talented employees.
5. If you add an employee to the personnel reserve, this can serve as a good incentive for his development. Most likely, this will even help increase motivation. This is also a plus for the organization, because there will be no problem finding a worthy employee for the vacant position, and it will help prevent “personnel failure.”
6. Preserving the knowledge of employees who have been working in the company for a long time and have reached retirement age. On the one hand, the employer wants to hire a young specialist, but on the other, the knowledge of an experienced employee is valuable, so he wants to retain it. This can be called “knowledge utilization”.
7. Quick solution to business problems. Recently, organizations have been using employee training methods to help solve problems of companies and departments. You can also notice that “general education” programs are moving to the side.
8. Knowledge management, continuous development of the company thanks to new knowledge and its application in practice.

The practitioner tells

Oksana Zhiguliy, certified trainer, Moscow

Recently, one successful Western businesswoman said the following phrase: “Personnel is not one of the most important values ​​of a company. This is her only value." I agree with her 100 percent. Well, for those who are not convinced of this and are accustomed to trusting only facts, I would like to cite the latest research data from the consulting company PricewaterhouseCoopers (PwC). So, last year, for every dollar invested in personnel, Russian companies received $1.5, while the European average was $1.2. I think that's the argument.

In connection with the global financial crisis, Russian organizations have become more selective, that is, they are now more focused on their resources and capabilities.

Managers understand perfectly well that they cannot stop, they need to develop the company, otherwise they can lose positions gained with difficulty. The managers asked themselves how to create a system within the enterprise that would allow them to continue the best traditions and build on successful experience.

But such a problem cannot be solved quickly, unfortunately.

If you decide to send employees for training, then answer three questions: for what purpose do you want to train employees? What result do you need to achieve? Why has the issue of training become acute now? These questions will help you define tasks for trainers and save both time and money.

Types and methods of training company employees

Highlight three main types of training workers:

1. Preparation. Training refers to the acquisition of knowledge, skills and abilities that employees need to perform specific tasks.
2. Retraining. Retraining is required when an employee has changed profession or the requirements for the current profession have changed. In such situations, the employee needs new knowledge, skills and abilities.
3. Training. It is carried out if an employee moves to a higher position, or the requirements for his profession have increased. The employee must acquire additional knowledge, skills and abilities.

Training of employees of an organization can be carried out on-site or off-site. In the latter case, the worker will be cut off from the production process.

If employees are trained at their workplaces, the following training methods are used:

1. Copying. A newbie does the same thing as an experienced employee.
2. Production instruction. The employee receives the general information he needs to adapt to a new place.
3. Mentoring. The employee is assigned a mentor who supervises the performance of the newcomer’s work.
4. Rotation. An employee changes jobs for several days or months in order to gain professional qualifications or new experience.
5. Delegation. Employees are given the authority to make decisions on a specific task.
6. Method of increasingly complex tasks. First, the employee is given simple tasks, then more complex ones. Each time the tasks become larger, more complex, and their importance increases.

The listed methods of employee training do not cover all methods used in enterprises.

If employees are trained outside their workplaces, the following training methods are used:

1. Lectures. The lecturer imparts theoretical knowledge to employees. Lectures are a passive method of teaching specialists.
2. Seminars and conferences. Discussions are held between employees. During the discussion, they can learn the correct behavior in various situations, as well as think logically.
3. Business games. Each participant in the game is given a specific role and given a real situation.
4. Trainings. During the training, employees are taught the basics of their activities.
5. Modeling. As part of the simulation, real working conditions are recreated.
6. Quality circles, working groups. Employees form several groups and generate ideas for solving a specific problem. Then the developed options are transferred to the manager. In this way, you can find an effective solution to any problem.
7. Selfeducation. Employees learn new material themselves (without instructors).

Other methods of employee training are also used. The methods determine how employees will be trained: on the job or on the premises of other companies.

On-the-job training. The advantage is that the employee is trained in a familiar environment. He uses those working tools, documentation, equipment that he will use in the future (after the course). If the course takes place at the employee's workplace, the learner is considered partially productive.

Off-the-job training is conducted outside the workplace. During training, simplified tools and equipment are used. From the beginning to the end of the course, students are not productive units. They begin their work with exercises. If training is not carried out on the job, then a training center, production facility or college is allocated for these purposes. The training course does not have to be attended by employees of the same company. As a rule, the course is taken by employees of different organizations.

• Mentoring as an ideal method for adapting newcomers to a team

How to save money on employee training without sacrificing quality: a company case

The company made training not an obligation, but a reward, and received motivated employees with advanced qualifications. Read how she managed this in the article in the electronic magazine “General Director”.

Methods for training employees in the workplace

Some of the listed methods of employee training are only possible if training is carried out on the job. These forms include training, changing the workplace, training to perform work that is rarely carried out at a production enterprise. Therefore, it is not practical to train an employee to perform such work outside the workplace. Lectures, that is, theoretical training, most likely will not give the desired effect if they are conducted at the workplace. It is best if students go to college, which will make it impossible for them to fulfill their work responsibilities.

Professional off-the-job training necessary for studying theory and in order to learn to behave as required by the work environment.

Off-the-job training methods

As already mentioned, where (on or off the job) training will be carried out for employees of an organization depends on the method. But there are forms of training in which a combination of both methods of training is possible:

• experiential or experiential learning - employees learn independently, while maintaining a logical learning order;
• demonstration and practice under guidance - the trainee first watches the trainer perform a certain job, and then he himself does the same, but under the supervision of the trainer;
• programmable training - a machine or book that trains an employee, periodically asking him questions to test his knowledge;
• computer-assisted training - the trainee interacts with a computer (programmed training), which requires the Internet;
• Action learning is a form of learning in which employees perform actions that help them learn, for example, a new type of work. The student, together with other employees, completes a task or develops a project. Also, a newcomer can work “in the second team” of another department.

If training of qualified personnel is carried out, it will bring the desired effect only if the costs associated with it in the future do not exceed the costs of increasing labor productivity through factors associated with errors in hiring employees to the company. Determining whether training an organization's employees has produced the desired results is problematic. But it is easy to calculate the economic efficiency of training in the form of cost reduction. Training of qualified personnel affects social efficiency, namely:

1. Improving the professional skills of employees. This guarantees the employee that his job will remain his.
2. Possible promotion of the employee's position.
3. Company income.
4. Expansion of the external labor market.
5. Possibility of self-realization.
6. Self-esteem.

CEO speaks

Vladimir Shchur, General Director of the Salyut company, Moscow

We always train newcomers: we tell them about the company’s product and introduce them to the corporate culture. We explain how our product functions. Since we cooperate only with wholesale buyers, the staff does not need to know the product thoroughly; it is enough to have knowledge of the basic characteristics of the product.

Not all employees understand that if managers do not provide the required level of sales, then there is no way to pay wages. Therefore, we conduct an educational program for the staff, during which we examine in detail where the money comes from at the enterprise. Sales employees and department managers do not always need such explanations, but, as a rule, service and maintenance personnel do. Educational program helps prevent conflicts and motivate staff to work properly. To confirm this, I’ll give an example: we deliver goods within Moscow for free, but drivers do not agree with this approach and believe that delivery should be paid. We have to explain that transportation costs and driver wages pay off if a large volume is delivered. The more cargo, the better for the organization. And the fact that the service is free is an additional advantage for customers.

4 Fundamental Principles of Employee Training

According to research and business publications, the lack of a company's training program can negatively impact employee turnover. Employees want to gain new knowledge, so the employer will be able to retain the best employees and attract new ones if the company provides employee training. Anyone who thinks that it is not necessary to make efforts to organize training in an organization is very mistaken. The effectiveness of training a particular employee does not always have equal value for the enterprise.

Follow the fundamental learning principles listed below to avoid wasting your time and money.

1. Be persistent in achieving your goals. You need to prepare for training no matter in what form (seminar, online courses) it will be conducted. Everyone involved in the learning process must plan carefully. Before training, conduct a survey among employees to find out their wishes regarding the method of conducting classes. Do not force anyone to train, it is useless, because the employee must be interested in what is happening. Then he will be more willing to learn. Use new methods of training employees even though old approaches led to good results. Give employees choice.
   Try to convince staff that their success in their professional activities depends on their level of education. If training is carried out on the job, do not forget that the instructor is also interested in the result. If this is not the case, then your time will be wasted.
2. Get the support of the administration. If you get the support of the administration, you will receive more than passive permission and funding. The enthusiasm of management will help convince employees that training is important for business planning, corporate communication, and achieving personal goals. You need to correctly allocate resources, time, and prioritize.
3. Relate training goals to the goals of the company as a whole. If every employee of the organization achieves personal success, then the company will be successful. Analyze the strategic development plan of the enterprise and think about whether the staff has the knowledge, skills and abilities that will help the company achieve its goals in the future. Most likely the answer will be “No”. In this case, it is necessary to increase human potential. The rate policy should be comparable to the company's potential. When choosing a training strategy, decide what professional competencies of employees you plan to improve. Any competence is associated with certain knowledge and skills. When training, you need to pay special attention to them.
4. Focus on applying what you have learned in practice. If an enterprise uses new technologies when training employees, then it is confident that it provides staff with the opportunity to gain knowledge using modern techniques. The American Training and Development Association conducted research that found that 18.3% of companies provide training using the latest methods (online universities, online training, distance learning). The traditional approach (lessons with an instructor) is used by 15% of organizations. But based on these results, one cannot draw a conclusion about the effectiveness of training. We can only say that most employers care about the convenience of training for employees. Certain standards are needed to ensure that the atmosphere for learning is conducive. Do not forget that if the acquired knowledge is not applied by employees in practice, it is useless.

If a new employee joins an established team, and the employer wants him to achieve success, both working alone and together with other employees, then most likely the employer is counting on a long-term employment relationship with the newcomer. After all, frequent layoffs negatively affect the entire company. It turns out that the money allocated for training a new employee was wasted. If a company changes employees frequently, customers do not trust it. Despite this, some businesses aren't too worried about it.

Typically, a senior manager in a company is employee training plan. This task is very responsible and important. In this case, the manager must take into account the following articles. Without them, you can't make a plan.

1. First of all, in terms of employee training, you need to take into account whether the company has a special status, that is, positions in which only specialists with special qualifications can work. As a rule, government agencies have such positions, but private enterprises are no exception. For example, private hospitals, schools. Doctors undergo advanced training/confirmation courses on a regular basis, like many other specialists.
2. If a specialist must have a special qualification, then where can he get it? For example, this can be done in a special institution on a planned basis if the position requires the presence of issued certificates. For the second (most important) positions, the company manager trains specialists independently.
3. Qualification deadlines. If the position requires a certificate, then everything is simple: there are schedules defined by law. What about the remaining positions? When a new employee is hired, he is trained during a probationary period, after which he passes an interim certification. It is necessary for the employer to be confident that the newcomer is able to continue his activities in the company.

As a rule, within a year a new specialist becomes fully accustomed to the company. Therefore, after about a year, a second certification is carried out. If necessary, the employee is sent for advanced training. If the position does not require strictly defined advanced training, then the person who has not done it the longest will be trained first.

Do you send employees for training? Don't Make One of These Eight Mistakes

Directors see staff training as a “magic pill” that will allow them to solve pressing business problems. In practice, this does not always happen. The editors of the General Director magazine identified eight mistakes made by managers when planning employee training.

How to organize employee training

To understand how to organize employee training, answer four questions:

Question one: who will be trained?

Managers, probationary employees, or all employees of the company? Maybe only those who have shown good results in their work over a certain period of time, were proactive, and have shown loyalty will be trained? Perhaps someone in the organization is eager to gain new knowledge and is even willing to pay for the training themselves? The criteria for selecting candidates for training depend on the financial capabilities and goals of the enterprise.

Question two: What are the training conditions?

It is very important whether the employee makes efforts to develop as a professional. A person always values ​​more what he invests his own money in and what he spends his leisure time on. During training, the employee masters sales techniques, management functions, and develops communication skills. It is impossible to take it back upon dismissal. Thanks to the acquired skills, the employee’s value in the labor market will increase. The staff must understand this. When a company invests money in an employee, it hopes for a guarantee that it will be returned with financial gain.

Question three: how to teach?

Training of the organization's employees can be carried out in the system, episodically, with periodic monitoring of the acquired knowledge and evaluation of the students' results. If a company follows an integrated approach, it takes into account the potential of employees, their individual characteristics and role in the company, and this approach also reflects changes in the professional level in the motivation of students. The integrated approach is used by a large number of enterprises. Although it is quite expensive, it is actually beneficial from an economic point of view because it helps strengthen the relationship between the employee and the company and motivates the former to show good results.

Question four: who and how controls how employees apply the knowledge and skills that they acquired during training?

This is the most important question.

According to statistics, organizations devalue their contribution to personnel development if they do not convey to employees that they are obliged to use new rules and techniques in their work. After sales personnel have been trained in sales techniques, it is necessary to analyze how the new knowledge affected the managers’ performance, and also to monitor that employees use the new techniques in working with clients. After training, work standards do not change, and new rules are not taken into account when calculating salaries. A similar situation occurs with management personnel. The following pattern is observed: if after training the working conditions do not change, then approximately 90% of workers continue to work according to their usual patterns of activity. The conclusion follows from this: the effectiveness of employee training depends not only on themselves and how they relate to training. Mainly, it is influenced by the extent to which management is ready to control the work of those trained, taking into account the competencies they have mastered. In addition, this readiness must be formed even before training.

Form of study employees are selected by the HR department based on the topic of training. The forms may be as follows:

• on-the-job training by invited instructors;
• open short seminars, trainings, conferences;
• internships;
• personal educational programs.

Internal corporate training with the involvement of external specialists. Employee training is called corporate if it is organized according to the requests of a department or organization. The amount of funding and principles of organization are individual for each project.

Short-term training programs, advanced training, open trainings. Seminars, conferences and trainings are considered a short-term form of training and last from one day to three months, but not more than one hundred academic hours.

2. When the HR department receives an application, a study of the educational services market begins, based on the results of which the provider of educational services is determined. The department makes its choice based on the combination of “price and quality” of services.

3. When a provider is selected, the HR department enters into an agreement with it to train employees within the time frame specified in the plan.

4. The Human Resources department identifies the employees who need to undergo training, after which the selected employees are notified when and where the courses will be held.

5. If it is decided to conduct training for the organization’s employees on its territory, the HR department submits an application to the administrative and economic department for organizing a lecture/seminar. For training purposes, it is necessary to allocate premises, provide food and prepare equipment.

6. Before training, employees are tested to test their knowledge and skills. It is conducted by a teacher or an independent expert using the provided methodology. An independent expert is hired by the HR department. The test results will be useful to evaluate the effectiveness of training in the future. Test results are transferred to the HR department in the form of a report as part of the reporting documentation.

7. Within a week after the training, the HR department organizes a survey of participants in the educational program about how satisfied they were with the quality of the services provided.

8. If employee training is short-term, it can be carried out not only on weekdays, but also on weekends. If an employee spends working time on training, it is paid in full. The best option is that training is organized both during work and free time. For example, on Friday and Saturday.

9. When an employee completes a training, seminar or participates in a conference, he prepares a message for interested parties who were not present at the training on the topic covered.

10. If an internal seminar is planned, then the entire organization is carried out by specialists from the HR department.

11. The employee must make copies of materials issued for training at trainings and seminars and give them to the HR department.

12. In some cases, the organization enters into an apprenticeship agreement with an employee. The contract stipulates the period that the employee is obliged to work after completing training, as well as the amount of compensation if he quits during the specified period.

Long-term individual educational programs. The training of an organization's employees is considered long-term if these are advanced training or retraining courses that last more than one hundred academic hours (more than three months), an MBA or a second higher education.

1. The HR department analyzes the needs of the company and the requests of department heads, and then draws up a training plan.

2. When the HR department receives an application, research into the educational services market begins. The department also analyzes where it is best to place an order for educational services.

3. When a training organization is selected, the HR department enters into an agreement with it to train employees within the time frame specified in the drawn up plan.

4. The HR department conducts intermediate assessments of students to assess whether the training is effective. As part of the certification, the dynamics of knowledge, skills and abilities of employees are assessed.

5. Long-term educational programs are financed by the company (in full or in part). If these are modular courses, then employee training takes place outside of production. Training can be scheduled on weekends or after working hours, so as not to distract staff from work.

6. If an employee spent working time on training, then it is paid in full. If an employee goes on a business trip to take a session or modular courses, then travel expenses are reimbursed according to the training program financing scheme. If only half of the training costs are financed, the company pays 50% for travel to the training site and for the employee’s accommodation.

7. The employee must make copies of the materials and teaching aids issued during the training and give them to the HR department.

8. If an organization finances long-term training of an employee, then an apprenticeship agreement is concluded with the employee. The contract stipulates the period that the employee is obliged to work after completing training, as well as the amount of compensation if he quits during the specified period.

Internships. The head of the department forms an application for organizing an internship, determines its goals and the companies that will act as host organizations.

The HR department negotiates with the internship organizers, the host party, internal departments, and also coordinates work on organizing the internship.

• Business games in training enterprise workers: how to make the impossible possible

The practitioner tells

Nina Litvinova, Director of the HR Department at Arpicom, Moscow

When we first started conducting systematic training in the organization, classes were held at the workplace. The instructor traveled to restaurants and conducted training in groups formed by areas. Later it became clear that this method was ineffective for training on sales techniques and conflict management. Employees use these skills every day. Accordingly, it is better to support them locally. The coach travels to all the restaurants, which is why he cannot devote enough time to this. We came to the conclusion that we need to move the location of the training to our training center. Now we are again conducting training in restaurants, but this time with the help of our employees.

Employee training at the expense of the employer

The law does not stipulate exactly how to formalize sending employees for training. As a rule, employers themselves develop this procedure and enshrine it in some act that is valid only within the organization. Let's consider a typical documentation of sending an employee to training at the expense of the employer:

Conclusion of an agreement with an educational organization which provides training to employees. If an employer plans to apply to the tax office for training expenses, it is imperative to check that the Russian educational company has a license that allows it to engage in such activities, and that this license is valid. Request a copy of the license when concluding a contract. If the training will be conducted by a foreign organization, then request documents confirming the appropriate status.

The institution that will conduct the training must have its own curriculum. It, among other things, contains the number of training hours and is attached to the contract.

Issuing an order from the manager to send an employee for training. The manager draws up an order, and it must state that the training is funded by the employer and carried out in his interests. The manager also indicates the reason for the need to train the employee.

Concluding a training agreement with the employee. When employee training is carried out at the initiative of the employer, the manager draws up an order; a training agreement is not required with the employee. In some cases, the agreement is beneficial for the employer, because in this way he will protect himself from loss of funds if the student suddenly wants to quit.

Note. Upon dismissal, the employee reimburses the funds to the employer that were spent on training, unless there is a valid reason for dismissal, and the period specified in the employment contract or stipulated by the agreement on training at the expense of the employer has not expired. This rule is regulated by the Labor Code of the Russian Federation (Article 249). “Reasonable” reasons for dismissal must be specified in the employment contract or training agreement, because the Labor Code of the Russian Federation does not specify what reasons are considered “respectable.” If the employment contract does not indicate the reasons and period of guaranteed work (on the part of the employee), then it is better to conclude an agreement with him on training and indicate the reasons and period in it.

If the employer is a company, then it can enter into an apprenticeship agreement with the employee. As a rule, it is issued if long and expensive training is planned. In particular, obtaining higher education. The employer must keep in mind that he is obliged to pay the student a stipend during the training period.

Registration of a business trip for an employee required if for training purposes the employee is forced to go on a business trip.

Guarantees for employees during the training period. Employee training (additional vocational education or vocational training) can be organized on-the-job or on the territory of another enterprise. In the latter case, according to Article 187 of the Labor Code of the Russian Federation, the employer undertakes:

• according to the Government Decree, pay average wages;
• pay travel expenses related to training;
• retain the employee's place of work (position).

If an employee works part-time due to training, then wages are calculated based on the time worked or depending on the work performed by the employee (Part 2 of Article 93 of the Labor Code of the Russian Federation). Chapter 26 provides compensation and guarantees to employees if they simultaneously work and receive professional education. An example of a guarantee is the provision of additional (study) leave, and the employee is paid an average salary.

If a student agreement is concluded between the employer and the employee, the employee receives a stipend during training, the amount of which must be equal to or exceed the minimum wage. In addition, the employee is paid for the work performed as part of practical training. This is recorded in Article 204 of the Labor Code of the Russian Federation.

• How to use business process modeling in corporate training and development

Tax accounting of employee training expenses

According to the Tax Code, taxpayers (on a general or simplified taxation system) have the right to take training expenses into tax accounting in basic and additional educational programs for specialists. As well as the costs of training professionals and retraining employees. Letters from the Ministry of Finance of the Russian Federation in 2009 and 2013 regulate the conditions that must be met:

• if the initiator of training is the employer (that is, he is interested in it), then the costs of training employees are considered economically justified;
• if training is conducted by a Russian organization, then it must have a license giving it the right to engage in educational activities. If it is a foreign organization, then it must have the status of an educational company;
• an employment contract has been concluded with the student (including part-time students). The amount of expenses can include money spent on training those who entered into an agreement with the taxpayer. According to the contract, they are obliged, no later than three months after training, to sign an agreement with the employer and work for at least one year;
• even if a person works part-time, in order to be sent to training, he must have an employment contract with the employer.

According to Letters from the Ministry of Finance, employee training costs should be documented. In particular, the following documents are needed:

• order from the manager that the employee is sent for training;
• the employer or employee must sign an agreement with the organization that it will provide paid educational services;
• educational institution's curriculum, which indicates the planned number of hours of training;
• a copy of a document that confirms that the employee has actually received training. For example, a certificate, certificate or other document;
• act on the provision of educational services by an organization.

Personal income tax and insurance contributions on tuition fees

The Tax Code establishes that if employee training is carried out by a Russian company that has a valid license to conduct educational activities, or a foreign organization that has the status of an educational structure, then the funds allocated for training (under professional educational programs), professional training or retraining of the employee, are not subject to personal income tax.

In accordance with Federal laws, if training is carried out according to professional educational programs, then are not credited insurance contributions from the cost of training neither to the Pension Fund of Russia, nor to the Federal Compulsory Medical Insurance Fund, nor to the Social Insurance Fund.

If employees are trained off-the-job, then during the training period they are paid an average salary, and it is subject to insurance contributions and personal income tax (similar to wages). If a student agreement is concluded between an employee and an employer, then the employee receives a scholarship, which, according to Letters from the Ministry of Finance, is subject to personal income tax, but is not subject to insurance contributions.

How to build an effective and cost-effective employee training system

What benefits can training provide to employees? With the help of training, students receive information about new products, master new technologies and techniques that they will later use in their work. Training also helps speed up the process of adaptation of a newcomer to a new place of work. Highlight categories of employees who simply need to be trained:

1. Sales managers must know new sales technologies, and during training they can become familiar with the organization’s new service.
2. Store salespeople and other customer-facing personnel must have a thorough knowledge of the product being sold and the techniques for communicating with customers.
3. Legislation (labor, tax codes) changes frequently. Department employees (lawyers, accountants, clerks) must monitor all changes and respond to them accordingly.
4. If the company used the Microsoft Excel product and then implemented the 1C system, then all employees who will work in it need to be trained. In general, training should always be carried out when working in automated systems is planned.

Which training scheme to choose

You can stick to just one way of learning or combine several forms. The most common employee training schemes are listed below:

1. Company employees, for example, department heads and experienced specialists, conduct internal seminars. Employees of the HR department conduct seminars for newcomers.
2. Trainers to conduct internal seminars are invited from third-party companies. For example, from organizations that supply products that your company sells, or from companies that specialize in conducting training.
3. Employees attend external conferences organized by specialized enterprises.

Internal seminars with trainers from among company employees

If a company employee acts as a trainer, then he knows how the organization is structured from the inside, and how students will be able to apply the acquired knowledge when solving their problems. The trainer himself will also improve his skills during training: speaking correctly, speaking in public, etc. Accordingly, the coach will no longer need additional courses. This employee training scheme is relevant and does not require large expenditures of money. Especially when a company is growing, it is very convenient to have employees who know how to conduct training.

1. One employee of your company attends an external seminar, after which he organizes training for employees within the enterprise. This method is suitable for accountants. That is, the chief accountant goes to a seminar devoted, for example, to changes in legislation, and then passes on the information to his subordinates.
2. During internal seminars, the company’s specialists share with colleagues their accumulated experience and the approaches they use to solve various problems. This method is suitable for sales managers who are working with a new product and for beginners.

Training of new employees (mentoring). In the first days of work, employees of the HR department tell the employee about the structure of the company and the nature of the work. Then the newbie’s immediate supervisor joins in the training and teaches him how to work in a specific position.

Studying the company's product. If your company sells products, then the most important thing is that the staff is well aware of the entire range of products sold. Sales managers must have knowledge of what each product is characterized by, what its price niche is, what factories manufacture the products, what customer requests are, and whether one product can be replaced by another. Every month, conduct seminars for managers to introduce them to new products (if any) and fill in the missing knowledge about existing products. Such seminars are conducted by representatives of suppliers or the head of the sales department.

Internal seminars conducted by external trainers

Invite a trainer to conduct a seminar at your company if your staff needs information about untested sales or customer communication techniques. This way, all employees will immediately receive new information. At the seminar, let students simulate situations that arise in their work.

Try using video training. They are especially useful for line personnel, because it is clearly visible how to do it and what possible mistakes are. People perceive visual information better. In addition, video trainings can be watched many times. To understand the material well, many employees need to watch the course several times. Beginners will also benefit from video training.

External seminars, conferences

It is better for one employee to attend external events if new information will be presented. He will then convey the information to colleagues in an internal seminar. Send several employees from the same department in their area of ​​activity to an external conference if it is dedicated to skills development.

Send any employee to an external conference if it will serve as motivation for him or will be beneficial for the organization. Before training, enter into an agreement with him that after the seminar he must work in the company for at least one year. Thus, you will save on wages and unified social tax. The costs of training employees are included in the expenses of the enterprise. In such a situation, everyone wins, because the company will receive a highly motivated employee and will spend less than when hiring a professional specialist. And the student will benefit from working in a stable organization in a position that meets market demands.

• Three examples of how to increase sales by spending money on training other people's employees

How to choose an external trainer, seminar organizer

When the HR department is looking for an external trainer, the following should be kept in mind:

1. Information about the organizing company. How often the company conducts seminars and on what topics, who exactly will be the trainer, how many years the company has been on the market. A coach should be not so much a theorist as a practitioner.
2. Composition of the audience that will be exposed to the program. If the seminar will be attended by employees of trading companies, manufacturing organizations, and budgetary enterprises, this is not the best choice. The same processes in companies in different fields of activity are structured completely differently. If you have a manufacturing enterprise, then one seminar with representatives of a public sector company is of no use to your subordinates.
3. Cost of the seminar. If you like an employee training course that costs more than other organizations, then ask the organizers the question: “Why such a price?” If they don't give a good reason, then it's unlikely that you should cooperate with them.
4. Names of trainers conducting seminars on a similar topic in other organizations. Research the names of the coaches. It happens that the lectures of one trainer cost differently in different enterprises.
5. Formulation of the topic of the seminar, its program. The program and topic of the seminar must be specific. Study the program carefully. If more than a third is theoretical information, then do not even think about cooperation with this company, you will waste your money. You should come to the seminar prepared, having studied the relevant literature in advance. Then the student will be able to pay maximum attention to practical work, without dwelling on theoretical information.

The HR department in your company should work closely with the managers whose subordinates are sent for training. Only then will you be able to choose the training that will be most useful. At the same time, it is worth considering all incoming proposals.

When a workshop has been pre-selected, the HR employee and the head of the relevant department do the following:

• attend a seminar presentation, which is organized by an external provider on the territory of your organization;
• assess how relevant the seminar is;
• prepare reports after the presentation, which document the benefits of the seminar. Based on the reports, you can decide whether to attend the seminar.

Self-education

An employee cannot forever improve his qualifications and acquire the necessary skills simply by attending several trainings. New knowledge gained during the seminar should be applied when solving problems. Employees should study the literature themselves and follow the news in their field of activity in order to improve their level of professionalism. The General Director should provide staff with similar publications, even in small quantities. For example, subscribe employees to periodicals that will help them in their work.

Employee training in many areas is very important for increasing a company's competitiveness. Hiring already trained workers will not solve the problem because:

• professional employees “cost” a lot;
• they will still adapt to the enterprise and learn something;
• Due to constant scientific and technological progress and changes in the market, the qualifications of workers must be periodically improved.

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