Training aligns talent with knowledge required to perform at a competitive level, and fulfill organization’s needs. Organizations’ needs though, they are changing drastically everyday, just to cope with technology leaps or globalized markets. To remain relevant, talents must adapt their knowledge to new needs. Hopefully, here comes ongoing training and continuing education programs…

So here’s our second week on human resource’s learning and development function following Onboarding. Amazingly enough, internet has it all, with a full blog dedicated to this topic, namely bridging on boarding and ongoing training programs.

Benefits of such programs are well documented, However, what is less documented, is the necrotic effect that layers of additional information have over talents’ clarity. Hours and hours of continuing training buries core objectives and requirements under a pile of sometimes confusing contradictions, leading to lower motivation and misunderstandings.

Take Effy. Early clarity is turning into an obscure obsession as time passes. New concepts are attached as new managerial trends come and go. Social responsibility and robotization, sustainable development and financial profitability, flexible activity and stable returns, and it goes on.

Constructive comments welcome.

G.M.