At the beginning of March, Christoph Herold took part in a roundtable discussion on the subject of “further training” organized by the specialist magazine Personalwirtschaft. The discussion, which took place with the participation of leading e-learning experts, focused on the importance of further training measures in companies.
Many organizations invest in further training and still find that the desired effect does not materialize. This is not due to a lack of budget, but to an overly narrow understanding of learning. Further training only has an impact if it is understood as a strategic change process. This requires a clear needs analysis, well thought-out learning formats, accompanying measures and structured follow-up. Individual training courses or purely content-based offers are generally not enough.
The decisive factor is always a holistic view of the changes we bring about in the company
Christoph Herold
Chief Development Officer at CBTL
Personalwirtschaft Roundtable “Further training”, March 2025
This is particularly evident in the use of artificial intelligence. Applications such as automatic translations or summaries are now widespread. At the same time, the demand for quality, data protection and didactic clarity is growing. More importantly, however, AI is not only changing processes, but also roles and tasks. Many employees perceive this development with uncertainty. If you want to build trust, you therefore need to communicate transparently, offer guidance and make opportunities understandable.
Another problem arises where further training is to be replaced by freely available information. Quick access to lists of links or search results often gives the impression that learning is already done. However, the growing amount of unsecured or automatically generated content makes it clear that real skills development requires more. Companies need reliable, structured and didactically sound learning opportunities that promote critical thinking and enable real development.
Learning is not a matter of course. Many people need support and suitable framework conditions. Well-designed learning formats help to consciously shape the process, arouse curiosity and promote self-reflection. It is crucial that HR not only provides administrative support, but also actively contributes to creating scope and prospects for sustainable learning.
Further training works best when it is not seen as an isolated measure, but as part of a larger corporate goal. Those who think about it consistently and holistically create real development – for employees and organizations alike.