Training and professional development can range from short workshops to college courses, and can be specific or general. Employers may pay for training, but follow-up and employee choice are important for effectiveness. Self-taught skills can also count as professional development.
Training and professional development range from courses conducted for college credit to single-topic workshops lasting just a few minutes. Some types of training and development are highly specific and are designed to equip employees with a new skill. Others may educate employees on implementing a new procedure. Some types are very general, providing a place where experts share tips and ideas and show off great work.
Common terms associated with training and professional development include workshops, in-service, seminars, break-out sessions, conferences and symposiums. Great professional development opportunities, such as medical conferences, are often very elaborate and include social functions. Sometimes an employer may pay for employees to attend a training or conference, including per diems. Professional development or training is sometimes required to maintain a license at the worker’s expense.
Training and professional development can be very specific. For example, when an employer discovers that an employee needs extra help in a specific area, he or she might ask the employee to read a certain handbook or book in hopes of improving the employee’s performance in that area. Training or development may also include pursuing a higher degree in one’s field of work, such as a paralegal attorney working toward a law degree. Professional development and training are generally most effective when an individual chooses to participate voluntarily, rather than being forced to do so by an external entity.
A potential pitfall of many programs is the lack of follow-up after training is completed. When a course introduces a new technique that an employee is reluctant to try but requires no follow-up action or evaluation, the training can prove ineffective. It can be beneficial to allow employees to determine their own professional development and training needs and then monitor the results. Sending teams of individuals to training can also be an effective strategy, as these people can be supported in applying the new skills.
Professional training and development does not have to be an official class or organized event. When an employee learns and implements a new skill, even something as simple as figuring out how to use a feature on a piece of equipment, that’s a form of professional development. When documenting activities for a training and professional development log, it’s a good idea to include these self-taught accomplishments.
Protect your devices with Threat Protection by NordVPN
