Who is responsible for your career?
This is an old discussion but it raises up from time to time: Who should actually "pay" for training an employee?
- On one side we have the employer who is responsible for getting things done: they will pay for your training so you are always up to date and even more skilled then competition's employees. Yes, good that I mentioned: competition. If competitors do send their employees on training sessions, why wouldn't your employer do it? It is a marketing tool: it shows you care and it shows that you, as an employer, are willing to invest in your employees.
- On the other side we have the employee... This one is also interested in growing up on the career lather. If he will pay his own training sessions, attend to conferences, look for information on the internet, read, etc... it will certainly lead to his improvement and will certainly promote him. It is an investment after all and it assures that employee's independence.
Do you want a conclusion from me? Here it is:
As an employer: pay training courses and organize or send employees to conferences. Support tech blogs, buy books, allocate time for investigations and research. Watch as close as possible each resource's evolution when attending classes and continue to pay training sessions only for the ones that will return you more productivity, better quality. Use paid training as a benefit.
http://weblogs.asp.net/dreilly/archive/2003/08/09/23345.aspx
- On one side we have the employer who is responsible for getting things done: they will pay for your training so you are always up to date and even more skilled then competition's employees. Yes, good that I mentioned: competition. If competitors do send their employees on training sessions, why wouldn't your employer do it? It is a marketing tool: it shows you care and it shows that you, as an employer, are willing to invest in your employees.
- On the other side we have the employee... This one is also interested in growing up on the career lather. If he will pay his own training sessions, attend to conferences, look for information on the internet, read, etc... it will certainly lead to his improvement and will certainly promote him. It is an investment after all and it assures that employee's independence.
Do you want a conclusion from me? Here it is:
As an employer: pay training courses and organize or send employees to conferences. Support tech blogs, buy books, allocate time for investigations and research. Watch as close as possible each resource's evolution when attending classes and continue to pay training sessions only for the ones that will return you more productivity, better quality. Use paid training as a benefit.
http://weblogs.asp.net/dreilly/archive/2003/08/09/23345.aspx
posted by Bobby at
10:16 PM
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