Posted by Nathalia Lopes on 05 Outubro, 2021
Every company that aims for success should be concerned with the evolution of its employees, both in terms of technical and behavioral issues. Faced with this, the great challenge of HR is to find the methodologies for developing people that best fit the reality and the specific needs of the business.
Thinking about it, in this article, we bring 7 examples of methodologies used in companies of different sizes and areas of activity to serve as inspiration for your organization. They can be applied alone or even in an integrated and robust talent training and development program. Check it out!
1. Seminars and workshops
The seminar is a type of training that consists in deepening a certain theme through presentations and lectures with experienced professionals and references in their fields of activity. The workshop, on the other hand, tends to be somewhat less formal, with the formation of smaller groups and practical activities to better fix the content.
Both cases are excellent choices when the company wants to improve its employees' knowledge about a subject that brings direct benefits to the business or even to people’s daily lives, impacting on culture and organizational climate.
Thus, if the company notes that employees are experiencing high levels of stress and the perception of the climate is becoming negative, for example, it can offer a seminar on how to make routine lighter and healthier. Still, if HR realizes that several sellers need to develop their sales techniques, it is possible to set up a workshop on the subject, providing a more accurate and practical learning.
2. Corporate University
The corporate university is a way to instruct and educate the company’s employees on different types of subjects that are related to the business in some way.
For the most part, the contents are offered in the format of courses or trainings, which can be in-person or remote. The mode of distance learning (EAD) has gained more and more strength in corporate universities, as it allows more flexibility for employees to participate in the trainings and courses offered.
Finally, a very common strategy is to link the realization of certain courses of the corporate university to the career plan of the professionals, which increases their chances of a promotion when they dedicate themselves to the use of this tool.
3. Study groups
Study groups are the union of people around a common subject. Its main objective is to deepen the knowledge on the subject and provide new discoveries and innovation for the participants and for the company as a whole.
The most common application of this methodology of people development happens when the organization is faced with some novelty that appears in the market and that it needs to adapt or even when it wants to stay ahead of competitors through constant innovation in its processes and deliveries.
4. Mentoring and Coaching
Mentoring is a methodology that consists in the transfer of knowledge from a more experienced professional to another younger in his career. The mentor acts as a guide, who uses all his experience in the area of action as learning for those who are starting now.
On the other hand, coaching is a more robust process, involving both professional career and personal issues. It is a methodology of development of people used in higher positions, who have more responsibilities tied, because it is not a cheap process.
One of the most used tools in both processes is the creation of an Individual Development Plan (IDP), which helps guide the next steps in the employee’s career plan and make the best decisions throughout this journey. You can learn more about this tool in the free PDI - Individual Development Plan course.
5. Technical training
The technical training aims to develop one or more technical skills in the employees. It may be aimed at teaching the use of a given tool or how a given process should be performed, among other directions. The most important thing is that it increases the theoretical and practical knowledge of the participants and allows them to perform their duties with more quality.
Technical trainings can be offered in various formats, according to the needs of each situation. In addition, they can be face-to-face or EAD, seminars or workshops and even be inserted into the corporate university.
6. Behavioural training
Behavioral training focuses on employee behavior, not in the sense of imposing something or limiting them, but understanding them and using them more productively, both for people and for the organization.
But because these are more subjective issues, it is necessary to use the right tools when developing a behavioral training. Profiler is a great example, as it allows you to know the behavioral profile of employees and establish the behaviors needed in each position for the company to achieve its objectives.
Based on concrete information obtained in the system, it is much easier to identify which skills are to be worked for the assembly of more accurate and efficient trainings.
7. Gamification
Gamification is one of the methodologies for developing people that is related to how training and courses are offered to employees. It starts from the premise of the adoption of logic, rules and game design in the teaching and learning process. In other words, the collaborator has the feeling of playing while actually learning something new and developing.
Learning can be divided into progressive phases, with challenges to be met, points to be earned and rewards at each stage. This format increases engagement and improves the absorption and fixation of acquired knowledge.
As we have seen, there are various methodologies for developing people that can be applied at different times of the company. Each of them has its positive points to be explored and can provide many gains to the business. So don’t expect your professionals to remain stagnant to start using one of these methods!
Source: https://blog.solides.com.br/metodologias-para-desenvolvimento-de-pessoas/