Why should an employee get involved in training?
It is important for an employee to continuously go for training to upgrade their skills; this will improve innovation, competitiveness, productivity, profitability and sustainability. Training programmes should be part of the calendar in all work places.
Training has many benefits for a worker:
- You acquire new skills, thus increasing your contribution to the business and building self-esteem.
- The training you do can take you into other positions within the organisation – positions with better prospects and/or better pay.
- You can get up-skilled to do new and different tasks, which keeps you motivated and fresh.
Why is it important for a worker to go for further training?
Training adds flexibility. It is important for you as an employee to consider going for cross-training to be capable in more than one aspect of the business. Cross-training also fosters team spirit, as employees appreciate the challenges faced by co-workers.
Training is essential for knowledge transfer. It's very important to share knowledge among yourselves as workers.
Which training programmes should be essential for employees to consider as priority?
There are many training programmes in Uganda for workers and most of them are organised as general training programmes. These include the following;
- Workers Compensation Act& Employment Act Regulations, 2011
- Occupational Safety and Health at the Workplace
- Supervisory Management Skills
- Conflict Management and Labour Disputes resolution
- Practical Negotiation Skills in Labour Relations
- Talent management and Employee Engagement
- Effective Communication Skills
- Fire fighting and Prevention at the workplace
- How to work with Labour Unions
- Workplace Peer Education Training
- Work Ethics for drivers
- First Aid training
- Customer Care
- Executive Administrative Secretary Course
- Leadership Development (Female future Programme)
Are there training programmes in Uganda that can be organised in-house at the company premises?
- Constituting and Empowering Workplace committees (2 days)
- Customer Care Management Skills (2 days)
- Defensive Driving and Motor Vehicle Maintenance skills (3 days)
- Discipline and Grievance Handling at the work place (2 days)
- Effective Communication Skills (2 days)
- Effective report, minute writing and presentation skills (2 days)
- How to relate with the Trade Unions at the workplace (1 day)
- Labour Laws and Regulations (1-2 days)
- Leadership Development and Organisation (2 days)
- Management Skills Improvement for Managers (2 days)
- Managing Donor Funded Projects (3 days)
- Monitoring and Evaluation of development projects (1 week)
- Organizing productive meetings (1 day)
- Positive Behavior and Attitude Change (2 days)
- Post Regular Employment planning and Preparation for retirement (3 days)
- Project and Environmental management
- Strategic Planning for Executives
- Team building (2 days)
- Training of trainer (TOT)
- Succession Planning (2-3 days)
- Risk and Delinquency Management for MFIs (2 days)
- Public Relations (2 days)
- Mentoring and Coaching (2 days)
- Managing personal finances (2 days)
- Internal audits
- Human Resource Management for Non Human Resource Managers (2 days)
- Gender Mainstreaming at the workplace
- Fraud Detection and Control in Organizations (2 days)
- First Aid Management at the place (2 days)
- Fire fighting and prevention at the place of work (2-3 days)
- Finance for Non Finance Managers
- Entrepreneurship skills (2-3 days)
- Effective Budgeting, Planning and Control
- Decent work Place training (2 days)
- Change management (1-2 days)
- Accounting and Financial Analysis (2-3 days)
- Stress management at the workplace (2-3 days)
Who is responsible for ensuring that training takes place in a company?
In Uganda, this role is usually taken up by the Human Resource manager who coordinates staff for both general and in-house training programmes. For some companies that have capacity to hire a training manager, he or she is the one that would take charge of the training needs of the organisation. In this role, he/she identifies skill development needs for the future, advises on staff development methods and best practice as well as evaluating and improving the bottom line effectiveness of the organisation’s training and development effort.
The staff in charge of determining and coordinating training programmes should be able to determine the subject matter, frequency, and form of the training. Someone has to be in charge for scheduling, communicating and finding consultants to present at the training.
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