Training of employees : cost or investment?

Companies need rather “invest” in the training of its human capital is to execute the work or development of skills deficit

There is a great concern for organizational learning, mainly because they are the people who have the knowledge used in day-to – day business, ie, with a new generation that is less than 03 years in the same job investment in training and employee development ends up being seen as a cost rather than investment.

Companies need rather ” invest ” in the training of its human capital is to execute the work or development of people with skills, because even if they are not long in the company they are contributing to the creation of competitive advantage, companies need to stop worrying only with the retention of talent, but with the use of knowledge of them, using this tool of knowledge management.

Ie, encouraging employees to seek information through trainings, courses, lectures, books (internal library), manuals, academic background, experiences, visits to other companies, among others, internalizing knowledge through processing of this information, and finally sharing the learned contents of internal or external way through internal communication tools, administrative and operational manuals, meetings, presentations, lectures, group dynamics, simulations, business games, internal trainings, among others, making the company not miss investment made.

Another alternative to not miss this investment is to use loyalty of the employee paying for 50% to 100% of the monthly training courses, academic background or language course contracts (according to the job description), thus forcing the employee to stay in business on average over 03 years after the end of training, or if shutdown before this period to repay the amounts paid by the employer.

In this case, there is no law that can protect the rights of the company, but there are precedents for and against, usually companies do this practice in agreement with the developer, but runs the risk of it against her be reversed in the case of poor faith on the part of the employee. There are some categories approving this practice by including this in the Collective Bargaining Agreement, to ensure benefits both the company and the employee.

The company must also worry about the actual application of mandatory to avoid labor liabilities internal and external training, always trying to make training on working hours, funding 100% of the training and travel expenses if necessary, if it is carried out office hours overtime shall be paid as it is recognized that employees available for this company at this time. If the company does not offer mandatory training, open to external audiences, or because direct request of one or more employees is exempt from paying any additional independent member to the time or location of the application.

One must also be concerned with the knowledge that is obtained through a single reviewer, because if he did not share with the other reviewers, knowledge becomes a weapon in the hand of the same, ie, synonymous with power, leaving the company hostage, by this, it is very important that the company stipulates that all training funded by it are documents and disseminated internally. Unfortunately the set of laws that govern labor relations are old and obsolete, hindering any modern action in relation to training, with a view that companies do not have security to make such investments, also interfering with collaborator who can sharpen your skills without additional cost.

Employees need to learn to learn and be open to new, because the world is in constant change, who gets stagnant and stays within his comfort zone loses team change, and stays out of the labor market or years in the same position in same company getting only adjustments for length of service that is required by labor laws.

This advice also applies to companies, because without the knowledge acquired by its human talent will not find a competitive edge in the face of an increasingly competitive market, summarizing skills will always be an investment for companies able to raise the need for training (assessment performance, evaluation of experience, interview shutdown, interviews, job description, etc.), plan, implement, evaluate and measure the results of internal and external training.

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