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Before signing
on the dotted line
Prospective employees should ask some pointed
questions about career development opportunities before accepting an offer. They
include the following:
- What kinds of
training does the company offer?
- How are training
opportunities organized in this company? Who makes the decisions: human
resources or the CEO?
- Who gets to go? Is
training a perk for managers and professional staff only, or is it for
individual contributors as well?
- What is the
company's training philosophy - to make employees more effective in their
present jobs or to prepare them for the future?
- Does the company
contract with outside providers, or is all training done by in-house
people?
- How is the
company's training program tied to performance management?
- What kind of
follow-up does the company provide to ensure that learning happens and that
productivity and morale are improved?
Training,
especially for junior and entry-level workers, can be a very important benefit
to weigh when considering a job offer. Be sure to think of your future career
development, not only your future within an organization. Some companies require
training - which could be unpaid - before you're allowed to officially start
working, so make sure you get the particulars if that is the case.
Opportunities
for the workforce
Current employees looking to enhance their skills
should familiarize themselves with their company's policies concerning training
and continuing education. Browse your intranet, dig up that voluminous benefits
package you received when you took the job, ask your boss for more information.
Find out whether your company covers training expenses, period. No one wants to
put time and effort into a proposal that will get shot down before it's even
considered.
Once you have
confirmed that your company does sponsor educational initiatives, research what
types of training or continuing education you would like to experience. If
you're looking to enhance your skills in something related to the company's
business, get suggestions from your coworkers or your human resources
representative. You must also decide how you want to learn - in a classroom, on
the Internet, or through videoconferencing.
Ask and you may
receive
Research and document your training choices, complete with
tuition, related expenses, and length of commitment. You may even want to
prepare a statement that shows how you expect to improve and enhance your
performance and productivity. Fill out any necessary forms and schedule some
time with your boss or manager to talk about the training opportunities you've
researched before you present them to the human resources department. Your boss
is likely to have to sign off on your request, so be prepared to back up your
reasons for wanting to use company time and money to beef up your
skills.
Seal of
approval
If your proposal is denied, try to learn why. If it's a question
of money, look for a less expensive alternative or ask to be put on a waiting
list for funds. If your superiors feel that particular new skill won't be as
beneficial to the company as you thought, ask what skills are lacking from your
team and how you can tailor your next training request to fill in the gaps.
If your training
proposal is approved, you may be bound by certain restrictions, including when
you can attend classes and what you can submit for reimbursement. Get the
details in writing so you don't get stuck with a hefty bill at the end. You may
also be required to document your experience through a group presentation or
short essay, so take notes and save all the course materials (handouts, books,
worksheets). Above all, share your newly acquired knowledge with your team -
their success can only make you (and your company) look good.
-
Linda Jenkins, Salary.com contributor, and Regina M. Robo, News Editor
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