More and more often, the work place is also the place of training. The development of competence is continuous, takes place alongside the everyday work, and supports the business operations. A wise employer trains the employees systematically and continuously, in order to both increase the compatibility of the company and motivate the employees.
Personnel training can be organised or acquired by the employer for the employees, based on the operations and goals of the working community. A company can ensure that the competence and expertise of its employees remains up to date through training. The amount and contents of the training required vary based on the basic education level and age structure of the employees. as well as the amount and quality of changes in the corporate environment. High-quality training can also improve the job satisfaction, ability to work, and well-being at work of the employees. Each individual employee is also responsible for maintaining and developing his or her competence. The employee and supervisor shall define the need for training together, in connection with performance reviews, for example.
Traditional personnel training consists of short-term refresher courses and various other courses, based on the needs of the company. The employer is responsible for the costs of training acquired by the employer. The employee will receive a salary or compensation for lost free time in money or as time off, for the time spent at the training. With permission from the employer, the employee may also participate in other, external training. In this case, the employer may compensate for the costs caused by the training either partially or entirely. This usually depends on how much the employer will benefit from the training.
There are many ways to learn more, develop, and train oneself alongside working, such as various additional training for adults, or training that aims for a degree in various vocational institutes, universities of applied sciences, or universities.
Employees are legally entitled to study leave. When an employee works for the same employer for a total of five years, they are, according to the Study Leave Act (Opintovapaalaki, no. 273 of 1979), entitled to a total of two years of study leave within five years.
Personnel plan in the Act on Co-operation within Undertakings
According to the Act on Co-operation within Undertakings (Laki yhteistoiminnasta yrityksissä, no. 334 of 2007), companies must draft an annual personnel plan for the maintenance and enhancement of the professional competence of their employees. The plan and the training objectives must be drafted in cooperation negotiations. In companies with at least 20 but less than 30 employees, it can be agreed with the representatives of the personnel group or groups that the personnel plan and training objectives are drafted in a joint event for the company’s entire personnel.
In preparing the plan regarding personnel and the training objectives the foreseeable changes in the operation of the undertaking likely to be relevant for the composition, number or occupational skills of the personnel shall be taken into account.
The plan regarding personnel and the training objectives shall include taking into account the size of the undertaking at least the following:
1) the composition and number of personnel in the undertaking as well as an estimate of their development;
2) the principles of use of various forms of employment relationships;
3) assessment of the employees’ occupational skills and any changes occurring in the skills’ requirements and reasons thereto as well as the annual training objectives based on this assessment for each personnel group; and
4) the follow-up procedure for implementation of the plans and objectives referred to in subsections 1–3 above.