Corporate training programs are conducted on a variety of topics. These workshops, seminars, courses, lunch programs, breakfast orientations and key note programs very productive for business employees, officers and decision-making managers. Corporate trainings duration generally ranges from half day to multiple days based on topic requirement. Group sessions also have different audience sizes ranging from five to 20 for breakfast and lunch programs, twenty to thirty for interactive training workshops on various skill building topics, and more than hundred for seminars and conferences. Corporate training workshops are open for all participants from any industry in given working areas.
For interactive training workshops maximum number of audience ranges from twenty to thirty based on training modules’ requirements. GITCHIA specializes in soft skill development and our trainers know the turf well and they impart knowledge and skills in a comfortable fun-loving way and ensure long term retention of training concepts as well.
Some companies have company-wide training programs from time to time, designed to educate their entire workforce on specific topics. The variedness of these programs depends of course on factors like the company location or industry in which it operates. Programs include updating employees on regulations & policies, discussing occupational health & safety, diversity, workplace etiquette, and more. For example, public sector employees often require taking occupational health and safety training, and some industry legislations require both private and public companies to deliver sexual harassment training to their employees.
Career and Personal Development
Arguably the most common objective of training programs is to help employees in their current roles and prepare for future ones. Topics range from being very specific to job positions to soft-skills like leadership. Career development as a whole can be looked at from two perspectives: the employee and the employer. The company’s main aim is to increase its employee’s productivity in order to achieve business goals, which is generally done by ensuring “the perfect marriage between the job and the person”. On the other hand, for the employee, both career and personal development are very important. Whilst ‘career development’ helps them meet goals, get promoted and even get higher remuneration, ‘personal development’ results in work satisfaction and makes them feel valued as individuals outside of work. A substantial difference between career and personal development is the fact that not all companies are willing to invest in the personal development of their employees as much as they are with career. Personal development can include training courses that don’t have a direct correlation to the job being done, for example investing in health and wellbeing or personal interests like cooking. There is evidence to suggest that investing in the ‘person’ often attracts and retains employees and drives better business performance.