The market is constantly evolving, requiring the continuous updating of workers' knowledge and skills. For this reason, investing in employee training is now considered a priority for many companies.

According to the Workplace Learning Report, 2023, 49% of participants say that the skills gap in your workplace is widening.

Furthermore, 79% of professionals agree that it is more cost-effective to retrain employees than making new hires.

These data reveal that internal training in companies is not just a tool to attract and retain professionals, or a rule stipulated by legislation – this is a competitive advantage and a need.

What is the impact of training on team motivation?

Internal training programs in companies help employees to acquire and develop new skills and knowledge.

The objective is to prepare them for the demands of their functions and improve your professional performance. By investing in business training, it is possible to adopt new innovative work methodologies and identify market trends.

Furthermore, this is a powerful tool to motivate your employees, as it reveals interest in their professional growth. In turn, this generates greater commitment from your team and a better work environment.

Types of internal training in companies

Even if you find the ideal candidate during the recruitment process, with years of experience and fundamental skills, it is essential to ensure that their integration and development is successful.

But it is also natural for the need to improve and improve your workforce to arise. For this purpose, internal training in companies is used. There are different types of training, with the aim of either guiding or improving skills.

Some examples of internal training in companies include:

Initial formation: It involves professional training for interns and new professionals, aiming to guide them in the functioning of the organization and reduce the time it takes to adapt and learn tasks.

Technical graduation: It aims to develop specific skills, related to the position held; for example, in the area of sales, human resources, legislation or technology.

Courses and training outside of working hours: It encompasses courses, classes and even bachelor’s or master’s degrees. It aims to offer support to workers to continue studies or update knowledge.

Leadership training: This type of internal training in companies is aimed at management positions. They focus on teaching communication, people management and decision-making skills.

Safety training: It is related to safety and hygiene issues at work and follows a protocol aimed at avoiding risks and accidents, as well as teaching preventive practices to employees.

How to organize a training plan in your company

If this is your first time creating and executing a training plan, you may wonder what type of training, format and resources you want to implement.

Follow these steps and respond to your team's training and development needs to keep up with market developments:

1. Identify the company's needs

The starting question for an internal training plan in companies is to understand what training needs exist in your organization.

Do I need to develop new skills? Discover new tools? Encourage teamwork? Preparing for a job change?

You can diagnose needs within the company's areas/departments through surveys, analyzing performance reviews, or analyzing other data.

After this survey has been carried out, it is possible define the areas of internal training in companies that deserve investment most urgent or that bring together a consensus on the need to be reinforced.

2. Personalize the learning experience

Based on the needs assessment, it is important to develop a personalized training plan and involve employees in the decision-making process.

Make a list of clear, relevant and measurable objectives. The objectives must be aligned with the company's strategy and goals, seeking to resolve identified difficulties and gaps.

When developing a corporate training plan, pay attention to the following details:

• What themes and content do you want to cover?
• What learning method do you want to use?
• How much can you spend?
• Which entities do you intend to collaborate with?
• What results do you want to achieve?

3. Decide the training format/method

There are several formats and training methods you can choose from. From the teaching regime in-person, remote or mixed, personalized training for your company, gamified activities, free courses, The mentoring with external trainers.

Furthermore, there are other options such as participating in webinars, lectures and events in your area of activity. Consider possible alternatives and discuss them with your team.

4. Establish a schedule

It can often be a challenge to manage the time allocated to training in a work context. It is a process that involves reconciling the schedules and tasks of the elements involved. For this reason, it is necessary to reflect on the duration of training sessions.

Understand whether it is preferable to develop long sessions spread over a short period of time, or short, spaced sessions, will help structure the training schedule. In the end, it's about combining the best alternative with the organization's timing and projects.

5. Calculate training plan expenses

Internal training for companies is an investment, but it still matters draw up a budget and calculate expenses. Charges may include the remuneration of trainers or technical-pedagogical staff, travel expenses, use of facilities or materials.

Furthermore, before moving forward with any project, you must evaluate opportunity costs (such as replacing missing elements) and the possibility of the training plan being eligible for financing support programs.

6. Select resources and training entities

Do you need to use an external entity to carry out training in your company, but with so much on offer on the market, is it difficult to choose who to turn to? In this case, one of the next steps is to make a market research.

A good bet is to opt for training entities certified by DGERT – General Directorate of Employment and Labor Relations, which guarantees high criteria of credibility and quality.

On the other hand, if you use individual training, you must pay special attention IEFP certification or professional curriculum. Also don’t forget to evaluate and compare different programs and prices.

7. Evaluate the results

There is no point in implementing a training plan if it does not meet the previously identified needs and objectives. For this reason, ask for feedback from your employees after training is one of the main parts of this process.

This way, you can not only measure the results and evaluate the impact of training on your organization, but also adjust the training plan and identify opportunities for improvement.

Are you ready to start training?

Do you already have your written plan with the results you want to achieve, the teaching methodologies you want to use and the skills you want to pass on to your employees? So, it’s time to decide which entity or training service you’re going to collaborate with.

Remember that internal training in companies is the best answer to solving the lack of motivation and productivity, helping employees to feel confident in their role, and keeping up to date with developments and progress in the market.

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