IT Employee Development and Training

The relationship between employee training and development is close. However, employee training is very different from employee development. Employee development has open-ended goals and doesn’t focus on one single role.

It focuses on the entirety of an individual. It hones the skills of an individual to be able to grow as a person. If done right, employee development can lead to more job satisfaction which results in a more engaged employee. Employee development also helps groom employees for newer possibilities and roles.

While employee training focuses on helping the employee do the current job better. It focuses on helping the employee solve the problems that they are facing and helps them develop the skills to solve them. It acts as an upgrade in the current job role.

Types of Employee Training and Development for IT Company Employees
Below are the basic types of training and development initiatives that you might want to organize.

Technical training	Technical training is for jobs that require technical skills like data analysis, programming, database programming Website development technology, UX UI design, Graphics development training etc.
Soft skills training	More in the area of employee development, soft skills training helps your workforce enhance personal attributes like communication, leadership, emotional intelligence.
Products and services training	Used to educate staff on the latest products, services or features your company offers so that they can provide the right support to customers.
Leadership training	The best employees often get promoted to management positions and, when this happens, they need to be trained in skills like decision-making, conflict resolution and project management.

Instructor-led training
Instructor-led training can be a highly effective method for complex topics because it allows the teacher to answer questions on the fly and suggest additional training resources. At the same time, employees can receive individual guidance.

eLearning
Online employee training is extremely popular today because it allows workers to advance at their own pace, on any device they like. eLearning programs make use of online videos, tests, and gamified components to engage the participants and improve knowledge retention.

There are a number of different types of training we can use to engage an employee. These types are usually used in all steps in a training process (orientation, in-house, mentorship, and external training). The training utilized depends on the amount of resources available for training, the type of company, and the priority the company places on training.

As you will see from the types of training below, no one type would be enough for the jobs we do. Most HR managers use a variety of these types of training to develop a holistic employee.

Technical or Technology Training Depending on the type of job, technical training will be required. Technical training is a type of training meant to teach the new employee the technological aspects of the job. In a retail environment, technical training might include teaching someone how to use the computer system to ring up customers.

Quality Training In a production-focused business, quality training is extremely important. Quality training refers to familiarizing employees with the means of preventing, detecting, and eliminating nonquality items, usually in an organization that produces a product.

Skills Training Skills training, the third type of training, includes proficiencies needed to actually perform the job. For example, an administrative assistant might be trained in how to answer the phone, while a salesperson at Best Buy might be trained in assessment of customer needs and on how to offer the customer information to make a buying decision.

Professional Training and Legal Training In some jobs, professional training must be done on an ongoing basis. Professional training is a type of training required to be up to date in one’s own professional field.

Team Training Do you know the exercise in which a person is asked to close his or her eyes and fall back, and then supposedly the team members will catch that person? As a team-building exercise (and a scary one at that), this is an example of team training. The goal of team training is to develop cohesiveness among team members, allowing them to get to know each other and facilitate relationship building.

Managerial Training After someone has spent time with an organization, they might be identified as a candidate for promotion. When this occurs, managerial training would occur. Topics might include those from our soft skills section, such as how to motivate and delegate, while others may be technical in nature.

Non IT Employee Development and Training

There are a number of different types of training we can use to engage an employee. These types are usually used in all steps in a training process (orientation, in-house, mentorship, and external training). The training utilized depends on the amount of resources available for training, the type of company, and the priority the company places on training.

As you will see from the types of training below, no one type would be enough for the jobs we do. Most HR managers use a variety of these types of training to develop a holistic employee.

Technical or Technology Training Depending on the type of job, technical training will be required. Technical training is a type of training meant to teach the new employee the technological aspects of the job. In a retail environment, technical training might include teaching someone how to use the computer system to ring up customers.

Quality Training In a production-focused business, quality training is extremely important. Quality training refers to familiarizing employees with the means of preventing, detecting, and eliminating nonquality items, usually in an organization that produces a product.

Skills Training Skills training, the third type of training, includes proficiencies needed to actually perform the job. For example, an administrative assistant might be trained in how to answer the phone, while a salesperson at Best Buy might be trained in assessment of customer needs and on how to offer the customer information to make a buying decision.

Professional Training and Legal Training In some jobs, professional training must be done on an ongoing basis. Professional training is a type of training required to be up to date in one’s own professional field.

Team Training Do you know the exercise in which a person is asked to close his or her eyes and fall back, and then supposedly the team members will catch that person? As a team-building exercise (and a scary one at that), this is an example of team training. The goal of team training is to develop cohesiveness among team members, allowing them to get to know each other and facilitate relationship building.

Managerial Training After someone has spent time with an organization, they might be identified as a candidate for promotion. When this occurs, managerial training would occur. Topics might include those from our soft skills section, such as how to motivate and delegate, while others may be technical in nature.

Non IT Employee Development and Training

There are a number of different types of training we can use to engage an employee. These types are usually used in all steps in a training process (orientation, in-house, mentorship, and external training). The training utilized depends on the amount of resources available for training, the type of company, and the priority the company places on training.

As you will see from the types of training below, no one type would be enough for the jobs we do. Most HR managers use a variety of these types of training to develop a holistic employee.

Technical or Technology Training Depending on the type of job, technical training will be required. Technical training is a type of training meant to teach the new employee the technological aspects of the job. In a retail environment, technical training might include teaching someone how to use the computer system to ring up customers.

Quality Training In a production-focused business, quality training is extremely important. Quality training refers to familiarizing employees with the means of preventing, detecting, and eliminating nonquality items, usually in an organization that produces a product.

Skills Training Skills training, the third type of training, includes proficiencies needed to actually perform the job. For example, an administrative assistant might be trained in how to answer the phone, while a salesperson at Best Buy might be trained in assessment of customer needs and on how to offer the customer information to make a buying decision.

Professional Training and Legal Training In some jobs, professional training must be done on an ongoing basis. Professional training is a type of training required to be up to date in one’s own professional field.

Team Training Do you know the exercise in which a person is asked to close his or her eyes and fall back, and then supposedly the team members will catch that person? As a team-building exercise (and a scary one at that), this is an example of team training. The goal of team training is to develop cohesiveness among team members, allowing them to get to know each other and facilitate relationship building.

Managerial Training After someone has spent time with an organization, they might be identified as a candidate for promotion. When this occurs, managerial training would occur. Topics might include those from our soft skills section, such as how to motivate and delegate, while others may be technical in nature.

Fundamentally, skill development is the time one invests in to improve their proficiency and to stay future-ready, any agilities that one follows as a passion, and the ability to complete a task with higher rates of success at the right time. It is essential because one’s skills determine their ability to execute their plans with success.

In this era, many organisations prefer skilled employees over less skilled ones as they have outstanding career growth, and they help boost the organisation in the same way with proficient working. Skills intensify the productiveness and quality of work for more significant result.

Important Skills Development Areas for Employees

Soft skills development areas

Our increasingly roboticised future has made one thing clear: soft skills development in employees is vital. A robot may be able to do, but a robot is not able to lead.

The training soft skills – an employee’s way of thinking and their behaviour – is the number-one priority of talent developers, executives, and people managers. Soft skills develop an employee in such a way as to ready them for almost any functional requirement, present or future.

Career development programs today are no longer optional. Employees want development, and they want it through their workplace. Providing a great career development program is a gateway for improving employee engagement, increasing employee retention, and creating good company culture. This makes a formal program crucial to the employee experience.

However, not all career development programs are created equal. There are different approaches and ways to implement them. So, how do you decide? The key is to adhere to some best practices to create the optimal program for your organization.

Employees usually feel more engaged when they believe that their employer is concerned about their growth and provides avenues to reach individual career goals while fulfilling the company's mission. A career development path provides employees with an ongoing mechanism to enhance their skills and knowledge that can lead to mastery of their current jobs, promotions and transfers to new or different positions.

Why prioritise career development ?

Career development therefore, gives you a greater ROI from employees. But there are also short-term benefits of employee development: employees are more engaged and committed when they see a path of career development and progression ahead of them.

This can mean better performance in the short term, as well as positive effects on staff turnover and recruitment. Because career development also nurtures internal talent, it can help you reduce the costs of external hiring. You can also retain valuable knowledge held by staff, who might choose to leave if development opportunities are scarce.

At the organisational level, once you’ve decided to prioritise career development, the next step is to build a system that defines:
• Criteria for identifying employees with the talent and potential for development
• Career development initiatives such as career counselling, coaching and mentoring, and learning and development programmes
• A progression structure for employees participating in development initiatives
• Metrics for career development outcomes, so initiatives can be evaluated and improved