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How to train your employees and assist them in their professional development


How to train your employees and assist them in their professional development


The professional development of an employee usually requires a training programme to go with the learning of new tasks. A professional development, towards a position with higher responsibilities, requires various skills. We can take manager or supervisor positions as an example. The latter require a whole spectrum of skills that will allow the manager or supervisor to best guide their team.

The possibility of a professional development can also be linked to certain soft skills. Indeed, some know-how is necessary to reach a higher position within a department or proceed to a horizontal career move. In this article, we will see how you can manage the professional development of your employees.

Some skills can be specific to a position or a department. Let’s take an example: your employee is going to be in touch with a customer. It means that after taking office, they will be responsible for the image conveyed. Therefore, they must know precisely the spirit of your company, its philosophy, to spread it in the best way possible.

However, what about your employees who are never in touch with customers? They will inevitably talk with their close ones. So, indirectly, they are also ambassadors of your brand image. What about the company’s general philosophy? Does this knowledge need to be spread in every department and on every level?

The company’s philosophy may generate possible desires for training on themes such as the company’s mission, its overall objectives, its fundamental values and its spirit. These skills and this know-how can be considered compulsory for any professional development. Soft skills can also include human resources, like HR policies or their philosophy.

See how all of these pieces of knowledge come together. It could be an orientation programme for your company’s newly-hired employees. Every employee would be enrolled in this programme. However, this should be included in your analysis of training desires linked to the professional developments in order to create this type of programme.

How can you assist the transition to the next level as part of a professional development?


Now let’s focus on trainings that prepare for a professional development such as a promotion. For example, the company might want to create an advanced customer relationship and negotiation training. Thanks to this training, your level 2 employee can join the level 1 team.

In order to accompany an employee’s professional development towards a supervisor position, subjects such as maintenance, hiring, corrective actions, reporting and many others will probably be on the agenda. To simplify your approach, see if it is possible to take advantage of an existing training. This way, you will just have to adapt it so that it is more relevant to the audience that will take part to this training.

A horizontal career move can also generate other types of training needs. You can recruit internally for a position at the same level. Your candidates will therefore have certain skills but also a good knowledge of the company, its philosophy and the way it works. However, other job-specific skills will be required. Thus, a successful professional development will always require an appropriate training programme.

Let’s assume that your company chooses to accompany all employees from a service towards a very precise skill improvement. For example, when changing CRM, it will be necessary to support all the teams that interact with the tool in order to make it easier to use. The training will have to be organised for the latter to successfully complete their professional development. It does not have to be an internal training.

First, you must define the objectives you want to achieve and which skills you need. Then, you can ask the candidates to find out how they feel about what you expect from them. Thus, you will be able to offer your employees an adapted training, which will best meet to their professional development.

It is important to know that offering your employees an opportunity for professional development can be a real source of motivation. It is probably easier to keep a valued employee if they know that they have prospects for professional development within the company.

Taking stock of the training needs for professional developments is more complex. For a start, you can talk with the department manager. They can tell you what is necessary for a successful professional development in horizontal mobility. For example, a company may have a customer relationship manager. This person will be very useful in identifying training needs for professional development, as their vision is not limited to a particular department. Human resources can also be an excellent source of information for this type of training

Leadership and talent management trainings


When analysing your company’s training needs, remember to pay attention to leadership and talent management. It is very likely that you have identified such topics during your career development analysis. However, remember that a company often needs training specifically designed to retain a talent. In addition, it will allow you to have leadership skills within the company. If an employee leaves, a qualified person may replace them. Thus, the company will only be slightly affected by the departure of a leader. Such skills and knowledge are obviously strongly linked to professional development. Together, these trainings make up a complete training programme for the personnel and their professional development.

First of all, it is important to distinguish between management and leadership trainings. A management training includes hiring processes, corrective procedures,etc.

A professional development in management is more about assignments than skills or abilities. This is where the assessment of leadership training needs comes into play. A professional development in leadership requires certain skills and abilities. It is important to remember that this type of training can involve all levels of the company, not just supervisors and managers.

To assess your leadership training needs, start by identifying the company’s leaders. Then, list their skills and abilities. If you are not satisfied enough, set a goal that matches the company’s philosophy.

It should be noted that a training may be divided into several parts, depending on the level to which the participants belong.

Talent management trainings can help managers and supervisors manage the pieces of information learned in leadership training. Your goal is to ensure continuity in your company. Executives need to be trained to identify the most valued employees, guide them and prepare them for future leadership roles.

How can you identify training needs for this type of professional development?

As you probably guessed, this is a rather specific case that requires imagination. For example, you could invite a few executives to a brainstorming session on this topic. This will help you identify the skills, knowledge and abilities required. You can also interview managers: are they used to identifying potential employees? What do they do to help them in their development? Would they like a specific training to help them in either area?

To train your employees and assist them in their development within your company, choose a quality partner. Chateauform’ offers training rooms for all your study days. They are more than just locations, they are convivial spaces that will encourage creativity and exchanges between your talents.


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