“Skill Development” is often a synonym for “skills improvement,” which is the traditional approach to improving skills. However, in this economy, we must take a different path. There are two schools of thought on the matter:
Hiring Of Outside Companies: Skill Development
A traditional approach involves the hiring of outside companies to carry out the process of improving skills. It is not uncommon for people to complain about the way their new employees to handle the training, or over-work employees to the point where they stop showing up to work. Then, they still don’t know what to do with all those employees, because these were not part of the original employment agreement.
Improving Skill And Growing Their Business: Skill Development
The goal of the companies is to improve skills and grow their business, but the problem is that the current employees don’t always get it right away. So, it often ends up getting put on the line for disciplinary actions.
Training And Development Of Their Employees: Skill Development
Another approach to skill development involves companies themselves to undertake the training and development for their employees. These teams are usually comprised of executives who manage workers, learn from the experience of each other, and apply what they learn to their employees.
The main objective of these teams is to enable better and train employees. Some teams are also in charge of projects and tools that will be utilized by the entire team.
In either case, the employees remain under the direct control of the company. The companies essentially do what they want with their employees when they want. They do not care if their employees are performing as expected, or if they receive quality training or not.
Employees Are Responsible For Performing Their Functions
The one fact remains: the employees are the ones responsible for performing their functions so that a true leader will play a direct leadership role in their development. It’s a good idea to make sure that employees recognize this fact.
When I was first hired, I was led to believe that my entire staff would work closely together to complete the project. Also, the management team held all the communication lines open, so there would be no doubt that communication is still very important to all of us.
In other words, if the project leader sat down and said, “I don’t think it’s a good idea, so I’m going to try to eliminate it,” I would have an issue. When you know that your boss has already made the decision, you will understand that you won’t be involved in the decision-making process. You can voice your opinion, but in doing so, you will lose face and your job.
How My Skill Development Was Proceeding
So, I questioned how my skill development was proceeding when I was actually in the middle of some training. I also questioned how everyone was being asked to sign the same form at the same time, as I had already signed it.
The problem is that the skill development team knew exactly what to do and knew that it was just a matter of time before my project completed. Therefore, they didn’t spend time explaining to me why I needed to go through a certain process.
This is the true value of skill development. We don’t need to be told what to do; we need to be shown. If we are given the freedom to learn what we need to know to solve problems, we will.