Skills development and training is one of the key HR functions. In this competitive world, where nothing is static, every day an innovation comes into the market. This means organisations need to be dynamic in their business process and keep on implementing the changes so that they remain competitive. How do you achieve this? Through developing your employees of course.
When developing a skills development plan both individual and organizational goals need to be kept in mind. Although it may not be entirely possible to ensure a sync, but competencies are chosen in a way that a win-win is created for the employee and the organisation.
Typically, organisations prepare their training and skills development calendars at the beginning of the financial year where training and development needs are identified for the employees. This need identification called a ‘training and skills need analysis’ is a part of the performance appraisal process. However, when there is a sudden global or organisational change or new technology this process needs to be implemented.