People learn in different ways, so it’s important to offer diverse training formats. Combine workshops, online courses, hands-on projects, and mentoring opportunities to cater to various learning preferences. Interactive and gamified elements can add an extra layer of engagement, making the experience enjoyable and effective. Customizing the delivery method ensures that employees can learn in ways that resonate with them, leading to better retention and application of knowledge. Training is most effective when employees can immediately apply what they’ve learned. This approach reinforces learning, builds confidence, and demonstrates the tangible value of their efforts.

Set Clear Goals: Align training with both personal and organizational objectives. Personalize Methods: Use diverse formats like hands-on tasks, e-learning, or mentorship. Provide Support: Offer regular feedback and resources. Measure Progress: Track and adjust plans based on results. Celebrate Success: Recognize achievements to boost motivation

É essencial que os planos de treinamento sejam personalizados e alinhados aos objetivos individuais e organizacionais. Comece identificando as competências que cada colaborador deseja desenvolver e as que a empresa precisa. Use métodos variados, como workshops práticos, mentorias e aprendizado digital, para atender diferentes estilos de aprendizado. Além disso, acompanhe o progresso com métricas claras e ofereça feedback contínuo.

Varios puntos fundamentales: - Adáptate a sus necesidades y momentos personales y profesionales. - Diseña programas flexibles y autogestionables que permitan a los empleados aprender a su propio ritmo. - Utiliza canales diversos para responder a diferentes estilos de aprendizaje. - Involucra a los empleados y mandos en el diseño y personalización de los planes. - Personaliza los objetivos con base en evaluaciones de desempeño y feedback continuo.

Few ways to foster employee growth through training is by: 1)Understanding Aspirations : Training plan needs to be aligned to the personal aspirations. This will ensure mutual commitment for effective outcomes. 2)Creating plans to focus on Strengths: One of the major draw back with many training programs is that it focuses mainly to bridge the gap/ toward area of improvement. Various researches have proven that training plans focused on improving strengths of individuals are more effective. 3)Interim checks on training plans: It is very pivotal to have pitstops in evaluating the progress of training plans. This helps us to make necessary modifications that we would have received through interim feedback’s.

Support from the leader sets a great example to partnership. Any kind of feedback to the HR should be heard and taken action upon with valid facts and support from the employee's leader. Special attention to the problem is not always taken but how to navigate through problems and develop listening skills towards the workforce is should be the focus of HR professionals.

Varios pasos a tener en cuenta: - Realiza una evaluación de desempeño bidireccional para identificar brechas y aspiraciones. - Adapta la formación a los diferentes estilos de aprendizaje (visual, auditivo, kinestésico). - Ofrece flexibilidad en tiempos y ritmos, facilitando la autogestión. - Personaliza los contenidos mediante microlearning: pequeñas cápsulas prácticas y precisas. - Utiliza canales de comunicación diversos para garantizar el acceso y la efectividad. - Realiza seguimiento constante para ajustar y optimizar los planes según los resultados.

I start by conducting one-on-one conversations to understand their strengths and career goals. I tailor training plans to align with these insights. Incorporating diverse learning methods, such as workshops and e-learning, ensures we cater to different learning styles. I also set clear, measurable objectives to track progress and make adjustments as needed.

One important step I have found important is to train employees while reflecting primarily on their needs, not first focusing on the organisation's needs. Focusing first on the latter may lead to training the wrong people in meeting the organisation's needs.

O crescimento de fato é algo individual de acordo com cada profissional, além de ferramentas para alavancar o crescimento (workshops, feedbacks, treinamentos) o mais importante é conhecer a fundo cada funcionário. Estabelecer um plano claro para cada perfil realizar shopfloors em outras áreas com troca de experiências e conhecimentos mútuos, com isso o crescimento se dá além de técnicas e metodologias.