Company Training and Education

Companies continually face new challenges to remain competitive in the global market, making a certain level of knowledge management necessary. Company training and continuing education are the keys to achieving this.

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Due to the constant changes in technical fields and overall any kind of job description, the need for continuing education and professional development will always be a relevant topic. Companies expect a certain degree of knowledge management, which makes continuous training and education opportunities pivotal in this regard.

Company Training – a Definition

Company training contain all sorts of measures and training opportunities aimed at meeting company as well as individual requirements and needs.

On-the-Job Training

The majority of employee qualifications are acquired through on-the-job training, which occurs directly within the company.

Off-the-Job Training

A smaller portion of training takes place off the job and includes general qualifications often linked to the attainment of certificates.

Training as a Benefit for Companies

Viewed as a forward-looking measure for employee development, training is also a gain for companies. Enhancing employee competencies through training significantly helps companies maintain and expand their competitiveness.

Financial and Organizational Considerations

Training opportunities, that align with qualifications needed by the company, is usually financially supported by the employer. Training can also be realized through educational leave, resulting in a certain level of employee loyalty to the company.

In cases where the employee chooses to bear the costs of further education, the employer generally cannot refuse. However, there are exceptions when substantial internal reasons, restructurings, or cost-saving measures apply.

Company Training and Working Hours

When determining whether training is considered part of working hours or not, the crucial factor is the origin of the training initiative.

If the employer requests an employee to undergo training, it is unquestionably counted as working hours. The situation differs when an employee voluntarily seeks to participate in a training program. In this case, it is not considered working hours.

Objectives of Company Training and Continuing Education

The objectives of company training and continuing education are seen from the perspective of both the company and the employees.

Continuing education is initiated and encouraged by the employer, who, in the company's interest, motivates employees to attend suitable training. The enhanced qualifications that result from this benefit the company.

On the other hand, courses are often self-initiated by employees who wish to further qualify themselves for better opportunities in the job market. It is a qualification measure with content that is generally unrelated to the company.

Types of Professional Development

Professional development is a qualification measure that exclusively concerns the interests of the respective company. There are various types of professional development:

  • Maintenance Professional Development: This involves refreshing skills after a professional interruption.
  • Adaptation Professional Development: This type focuses on acquiring the necessary skills to perform a particular job within the company.
  • Expansion Professional Development: This measure aims to empower employees to take on more significant responsibilities.
  • Promotion Professional Development: Used for preparing employees for new responsibilities when a promotion is on the horizon.

Companies and Suitable Learning Platforms

E-learning options are particularly popular among companies. Some major e-learning providers in the market include:

  • Coursera for Business
  • EdX for Business
  • FutureLearn
  • Udemy for Business
  • Skillshare for Teams
  • Linkedin Learning for Companies
  • Lecturio Employee Training
  • Pink University E-Learning Offer


In any modern economy, companies continually face new challenges to remain competitive in the global market. For hiring new employees, modern companies often require applicants to provide the necessary qualifications for vacant positions in the form of a skill matrix.

Therefore, the need for continuing education and professional development for employees will not only persist but is likely to increase.


We would like to point out that our website provides non-binding information, which under no circumstances constitutes legal advice. This also, and especially, applies to topics within the sphere of legal HR advise. The content of this contribution cannot and is not intended to replace individual and binding legal advice. For this reason, all information provided is without guarantee of correctness and completeness, but always researched with the utmost care.

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