Advantages and disadvantages of building your own internal training system and roadmap
The advantage of internal self-training to foster expertise and improve team capacity is that it is easy to implement, flexible in form such as joint instruction sessions, "hands-on work", learning through public documents. Companies often give employees new opportunities to challenge. So this form brings quite a lot of benefits outside of expertise, such as:
- Team cohesion: Overcoming the pressures in the working process, this is an opportunity for employees at all levels to understand views, supplement skills and share experiences with each other. Not only do subordinates have more knowledge, but the leaders themselves also understand more about their employees, and personnel from different departments have the opportunity to meet, connect, and create a close-knit team.
- Building a learning culture in the enterprise: Learning something new is the first step to trying something new. Sometimes we refuse to change simply because we fear what we don't know or no one teaches us. And internal training is the fastest way to slowly change the general mindset, helping employees to be ready to embrace the new instead of being conservative in safe ways. In addition, this is also considered a part of the benefits to help retain talent, which is still a missing piece in many companies.
- Effective side by side: Only those who stick with the business for a long time can understand the difficulties and limitations in the apparatus. The training at this time is not simply bringing the general theories into the innovation of human resources, but also having to customize it according to the current capacity, training goals and future destinations of the manager. The training process usually takes place long-term and continuously, so building a training system yourself will be a more economical and optimal solution.
However, this method also has certain limitations:
- Limited connectivity and lack of diversity in knowledge: Even though the company's "library" of knowledge is huge, there will be certain limits and employees of many ages absorb the same type of knowledge, which will make them vulnerable fixed thinking. Closed training makes the next generation employees follow the path of their predecessors, and the lack of connection with other professional perspectives also easily leads to conservatism at work.
- Easy to influence employee psychology: If the training purpose is vague, it will not help create a learning culture but also lead to a heavy mentality when "having" to train employees. The instructor does not want to take on additional job responsibilities, the mentee sees training as a must if he wants to keep his job instead of benefits. And when psychology is affected, training is not effective and affects work performance.
- Difficulty agreeing on training content: For flexible training, employees will depend on the instructor. The instructor can be a talented and professional staff member, but sometimes is not a 'good teacher' in communication. Not to mention, through many individuals, many diverse perspectives, the content can "step on each other's feet", creating undesirable training effects.
Advantages and disadvantages of hiring external training experts
As for the outsourcing method to train personnel, there are a number of ways such as inviting experts to organize workshops, tailor-made courses or directly sending personnel to professional training centers. When businesses choose to outsource to organize formal programs, there will be benefits such as:
- Specific training program system: Training units and experts will have their own training, so when listening to the needs of companies, they will know how to design a suitable training route. Instead of companies having to tinker with their own, these units can design a roadmap for the right personnel, with the right content and system into a methodical curriculum so that the personnel can acquire synchronous and complete knowledge.
- Listen to an expert's perspective: Experts help HR deepen their expertise, thoroughly understand knowledge and have the opportunity to listen to practical experience sharing in the market. "Changing the wind" training is a useful way to help employees be more motivated, understand the profession and add experience "quickly" through the conclusions of others.
The coin has two sides, and so does outsourcing to train internal human resources. Two disadvantages when choosing this option are:
- Expensive and lack of connection between learners-teachers: Inviting experts or designing training curriculum often costs a lot, but sometimes this training method is not highly effective. Because there is a lack of connection between learners and teachers, instead of open communication, deepening the problem like learning through colleagues, HR will bring the idea of participation for the sake of obligation.
- Theory of stereotyping: Not all schools, groups of experts are stereotyped lectures. However, most have pre-existing thinking systems and textbooks that are sometimes true for one business or industry but too 'theoretical' for another. Not to mention not everyone is an expert in every field. Industry-specific skewness and lack of business-specific 'osmosis' can slow down training effectiveness.
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