‘Congratulations, you’ve got the job’ could easily be viewed as
the beginning of the end. Years of study and training culminate in successful
employment and the start of an exciting career path. But contrary to popular
feeling, landing a job doesn’t mean closing up the books. Educational
institutes help prepare These terms are
usually thrown together, but it is important to remember they mean two
different things, particularly when it comes to the workplace.
Personal development is a broad term that refers to someone’s
overall growth. Personal development training focuses on identity, potential,
aspirations and achieving goals. Skills gleaned from personal development
training can include communication skills, positive mindset, self-evaluation,
conflict resolution and leadership skills. While personal development can
positively influence one’s workplace and career, the benefits an individual
gains through personal development can be carried outside of the workplace into
the home, family and community, hence the name ‘personal’ development.
Professional development refers to the cultivation of skills that
directly relate to one’s workplace and employment. Examples of professional
development include learning how to use a new software program or machine, or
perhaps training specifically to help an employee manage a team. While there is
often crossover between personal and professional development, professional
development training is directly related to an employee’s ability to
effectively carry out their role.
Which is more important?
Historically, LinkedIn, soft skills are in high demand. The workforce has changed significantly in recent times and hard skill-based industries like agriculture and manufacturing no longer dominate. In knowledge-based industries, the ability to communicate, adapt, persuade and influence have never been more important.
In their 2017 Emerging Jobs Report, LinkedIn surveyed over 1,200
hiring managers and found the most important soft skills to have were:
- Adaptability
- Culture Fit
- Collaboration
- Leadership
- Growth Potential
- Prioritization
The World Economic Forum outlined the challenge of a short
skill ‘shelf life’, contributing to the argument that soft skills are now just
as important in the ever-changing work environment. Their list of top skills
for 2020 was also heavy on soft skills like emotional intelligence, creativity,
negotiation and cognitive flexibility.
We cannot deny that hard skills are essential, but the research
shows soft skills are now just as important. Means for Aon Hewitt found that initiatives
such as employee training and development can make a workplace more appealing, while the 2018 Workplace Learning Report from LinkedIn found 94% of
research by Heartland Monitor Poll. There are countless studies that
show happy employees contribute to increased productivity. A team of economists
from the University of Warwick found that happiness can increase
productivity by 10%.
What is more, by equipping them with the skills to perform their job
effectively you can contribute to your bottom line.
Is it the role of an employer to provide personal and professional
training?
If an employer wants
to retain the best employees, attract the best employees, have happy and
engaged employees, create a workplace culture of learning and increase
productivity to improve their bottom line, then they need to provide personal
and professional training.
It can be tempting to leave the responsibility of personal training on the employee and provide professional training on a mechanical basis which means employees may know how to use a specific software program but fail to understand the bigger picture of how and why. Experience also shows that if training is not facilitated, it probably won’t happen.
If 2018 Workplace Learning Report revealed 58% of employees prefer
to learn at their own pace. Training that is regimented or unsuitable to
different learning needs may cause employees to become disengaged with the
training.
Challenge 2: There’s no time
LinkedIn’s 2018 Workplace Learning Report also found that the top challenge
holding employees back from training is that they’re too busy. Sound familiar?
It’s become the norm for businesses who are already inundated with work,
deadlines and the increasing demands of a modern workplace.
Employees can get innovative when it comes to offering personal
and professional development. Rather than drag employees away from work tasks,
set up breakfast meetings, lunch hour training or allow time off for
professional development.
Challenge 3: Cost
It’s the challenge you’ve all been waiting for. Cost. We’re
talking dollars and cents. It’s why you’re reading this blog right? Because the
bottom line counts. Allocating a portion of the budget to personal and
professional training can be a challenge for many businesses. When it comes to
cost, it’s all about the return on investment.
If sending an employee on a $5,000 web design course has the
potential to bring in $20,000 worth of new business, then it’s a cost worth
budgeting for. However, some businesses may not have budgets that stretch to
include training courses in that price range, but that doesn’t mean they can’t
invest in personal and professional training for their employees. Online
resources like webinars, podcasts, Ted talks, as well as collaborative learning
sessions can be executed at little to no cost, but is it worth investing the time?
Measure it!
To invest or not to invest?
Research suggests it will be beneficial to invest in a combination
of personal and professional training but offering the right training will
determine whether or not it is a worthy investment. How will you know if it’s a
worthy investment? Measure it, then decide whether you will do it again or
differently.
