At Althéa, training is central to our expertise in Human Capital Management (HCM). The objective is to develop employee skills, improve performance, and prepare talent for future roles within the organization.
Aligning Skills with Corporate Strategy
Aligning skills with corporate strategy is crucial for achieving objectives. Employee skills must not only meet the current needs of the company but also anticipate future developments. Strategic Workforce Planning (SWP) plays a crucial role here by identifying the skills that contribute to achieving these objectives. By developing a clear understanding of current and future skills, companies can design targeted training programs that bridge skill gaps and support the ability to deliver.
Training: A Driver of Attractiveness and Employee Retention
Continuous training is a powerful lever for attracting and retaining talent. Employees seek work environments where they can grow and develop new skills. By investing in training, companies demonstrate their simultaneous commitment to their competitiveness and the long-term employability of their employees. Simply put, to keep your employees, give them the assurance that you are doing everything necessary to ensure they remain attractive to external companies.
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Training: A Process That Improves Internal Mobility
Training promotes internal mobility by standardizing the level of transversal skills, particularly in management. By offering standardized, high-quality training in key areas such as leadership, project management, and communication, companies can ensure that their employees possess solid core competencies that facilitate transitions between different roles and departments.
This standardization of skills makes it possible to create an internal talent pool ready to take on responsibilities and fill vacancies, whether for succession planning or supporting strategic projects, without resorting to external recruitment, which is inherently long and costly.
AI as a Vector for Training
More so than in many processes where it acts primarily on a quantitative level (automation), AI plays a key role in the field of training by offering more personalized and effective solutions. Thanks to AI, organizations can analyze employee performance data more deeply and identify specific training needs.
AI-augmented training platforms offer tailored learning paths. They adapt to the individual needs of learners by providing relevant content and adjusting the pace of training based on each user’s progress. AI facilitates interactive and immersive learning. By integrating AI into training strategies, companies can improve the effectiveness and engagement of development programs while optimizing the costs and resources allocated to training.
Key figures
of roles
will require different skills by 2027
of employees
who received training consider it ineffective
of employees
say they are more likely to stay in their roles when training is high-quality
References
For a global energy leader
110 000 employees
The company decided to renovate its training tools by moving training and its management into a single tool to streamline the process. They sought support to guarantee the adoption of the solution and buy-in for the new operating methods of a redesigned training approach. The specificity of the project lies in the transformation of the training organization and the evolution of responsibilities between training referents and career managers.
For a leader in the food industry.
23 000 employees worldwide.
Learning Business Owner Support
As part of its policy to standardize HR practices, Althéa is supporting the company in deploying the Cornerstone ISQe module dedicated to managing training plans. As PMO and AMOA (Business Analyst/Project Management Support), Althéa supervises the collection of needs, the definition of the plan management process (preparation and execution in the CSOD LMS), its implementation in the tool, and the support provided to end users.
For a leading banking institution
180,000 employees worldwide.
AMOA – PMO Deployment / Change Management / Governance
The organization seeks to continuously improve the training experience delivered to all its employees. In parallel, continuous efforts are made to pool the most transversal training content at scale (project management, agility, sustainability, etc.) while granting entities a high degree of freedom to develop programs that allow them to strengthen the capabilities of employees in their specific professions.
Althéa supports technological deployment, change management, and the evolution of governance.
Challenges
Aligning Recruited Skills with Business Needs
Use AI and RPA to better identify the CVs most aligned with the skills strategy.
Employee Experience
Simplify your recruitment (steps, processes, shared information) to attract the right talent.
Aligning Practices Through Tools
Templatize recruitment actions to simplify processes for the benefit of candidates.
Contacts
Frequently Asked Questions About Corporate Training Management
What are the qualitative benefits of employee training?
Beyond the numbers, training contributes to creating a better corporate culture. Involving employees in their training path, whether in person at the training center or via blended learning, strengthens their engagement. Various modalities (distance learning, online training, initial training) also allow for personalization that supports team motivation.
Note: The Personal Training Account (CPF) and the skills development plan are part of a global support logic. This human approach, involving interaction between stakeholders (training manager, administrator, participant), generates positive effects on the employer brand.
What are the impacts of a lack of training within a company?
The absence of a structured training policy often leads to results that are underestimated by companies! An in-depth analysis identifies three major categories of impacts that directly affect organizational performance.
Impacts on Operational Performance
A lack of training first manifests as a progressive degradation of skills. Employees, deprived of access to professional training, struggle to keep their knowledge up to date in the face of changes in their workstations. This situation leads to a drop in productivity that can reach 20% to 30%, according to human resources management studies.
In real-time, this skill obsolescence manifests as:
- Less efficient work processes
- An increase in operational errors
- Extended processing times
- A reduced ability to adapt to new tools
Impact on Human Capital
The absence of training deeply affects the professional development of employees. Without the implementation of a structured training plan, the company may face:
- Growing demotivation among teams
- An increase in turnover
- Recruitment difficulties
- Loss of key talent
Good to know: Professional interviews reveal that access to training is an essential criterion in the choice to stay with or leave a company. The validation of prior learning and skills development represent fundamental expectations of employees.
Strategic and Regulatory Impacts
At a strategic level, a lack of training also generates major risks, to a greater or lesser extent depending on the company and sector:
- Non-compliance with the labor code and current regulations
- Loss of market share to better-trained competitors
- Difficulties adapting to digital transformations
- Inability to seize new business opportunities
The skills management system, supported by appropriate management software (TMS, learning management system), then becomes crucial to avoid these pitfalls.
What are the hidden costs of insufficient professional training?
The analysis of hidden costs sometimes reveals considerable financial impacts depending on the organization:
- Additional costs related to errors and malfunctions
- Extra budget for recruitment and replacement
- Loss of contracts due to lack of expertise
- Excessive investment in external service providers to compensate
The implementation of management and monitoring tools allows for a precise assessment of these costs. Human resources best practices recommend integrating these elements into the development of the training plan and the calculation of the training budget.
Training ROI: A Strategic Challenge for Companies
Measuring the return on investment (ROI) of training is a major challenge for companies. Beyond a simple legal obligation, training represents a strategic investment whose impact must be accurately evaluated. The calculation of training ROI is based on a simple formula: ROI = (Training Benefits – Training Costs) / Training Costs x 100.
Costs include:
- Direct costs (service, materials)
- Indirect costs (time spent, logistics)
- Potential replacement costs
Analyzing the Quantifiable Benefits of Training
The first dimension of ROI is measured through concrete indicators. For example, we observe:
- An average increase of 15% to 25% in the productivity of trained teams
- A 30% to 40% reduction in operational errors
- A significant drop in turnover, which can reach 40% in departments that have benefited from regular training
- An increase in revenue per trained employee, ranging between 5% and 15% depending on the sector
These indicators make it possible to directly quantify the financial return on training actions. For example, a €5,000 project management training course can generate savings of €20,000 over one year thanks to better operational efficiency.
How to Optimize the ROI of Your Training Strategy?
To optimize ROI, it is recommended to:
- Define precise objectives before each training session
- Systematically measure learning outcomes
- Monitor the application of skills in the field
- Evaluate the impact on performance indicators
- Adjust programs based on results
