Skill development

Skill development

The development of skills ensures the achievement of two common goals; namely to promote the employee’s professional mobility, maximize promotion opportunities or ensure a better requalification, and to ensure that the company encompasses efficient employees who would contribute to its overall performance. In both cases, it is all about standing out in the market and – ultimately – ensure sustainability.

As such, some companies wish to internally develop the skills and abilities of new recruits, such as early-stage employees. But, to set up training courses to be led by distinct trainers – that would, therefore, require preparation in terms of:

  • The knowledge that is desired to be shared with others: Know-hows and/or interpersonal skills;
  • The desired teaching methodology: Transmissive or active;
  • The target audience: Groups or individuals;
  • The desired learning methodology: In-person, remotely, synchronous, asynchronous, and/or hybrid.

… However, all of this comes after the identification of the company requirements and business objectives that the skill development approach will seek to fulfill. This would, therefore, allow to set up an operational strategy, aimed at ensuring the development of knowledge and measurement of results, alike.

Hence, the key element of a good skills development course lies in its ability to be reflected in reality once the training is completed. The mobilization of supervision and managers is, also, to be taken into account in the development of the overall training plan.

Therefore, the development of skills requires adequate preparation and facilitation of a training activity, as well as identification of objectives, aimed at providing the most appropriate solution and – ultimately – transforming a training activity into a learning deliverable. 

Training in Skill development

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