Do Architects have time and money for training?

Image Copyright: Bansri Pandey

The anwer to the question whether architects have time and money to spend on training results into YES as well as NO.

Investing time and money on training, for staff and oneself demands not one but many considerations. 

Architects, in my opinion are of two mindsets, who believe: 


1) Practice is enough. 

2) Practice is not enough. 


The first kind, believes that practice provides a continuous, intensified learning by experience; and an additional training effort is not really worth spending additoinal money on. The latter believes that practice helps gaining knowledge and experience; but that alone cannot nourish intellectual growth in future.


Well, learning by mistakes and ignorance comes at a high cost. On the other hand, learning by formal trainings, also comes at a high cost – costing an organization’s valuable time and money. I strongly believe that training is vital for anyone and everyone to have an edge and to stay ahead of competition. But before coming to any conclusion on which method is appropriate, let’s address a few fundamental questions here:

1. Why Train our employees?


There are many reasons why employees need training and why their training benefits the organization:

  • Training helps in increasing skills.

  • Training helps in increasing productivity.

  • Training helps in bringing the spirit of teamwork.

  • Training helps in improving profitability.


2. When do our employees require training?


In a highly competitive, highly volatile environment, static professional knowledge and age-old best-practices become out-dated faster than the change itself. So, there is a constant need for a new, state-of-the-art, continuous learning program.


Training programs happen in various phases; they may start from the entry phase to the exit phase of an employee in an organization. These phases are as follows:

  • Introduction training: An act of introducing the organization to the new employee.

  • On the job- training: An Employee getting trained under a senior co-worker.

  • Expert training:  A special training to competent staff, which is useful for overall performance of the job.

  • Re-training: A periodical training, helping employees to stay competitive and carry out the job efficiently.

  • Vestibule training:  A group of people, gather to promote smooth and effective function of the firm. This deals with goals, motivation, inspirational talks, etc. to create a distinct culture of the firm. 


3. Why time and money is important for training employees? 


Time is money and money is power.

In the boom period, when the firm is busy, money flows, but there is no time for training. On the other hand, in recession period when the firm has time, there is no money for extra investment for training, upgradation, marketing etc. It’s a chicken and egg situation. The key is to have the right approach towards training. Training and staff welfare is not an activity, but an attitude to achieve firm’s goals and objective. A holistic approach and budget is required on set of the firm so that a continuous, enriching training program can be implemented.


Considering that there are many different approached to how one can provide training to their employees, the question about which method is better, is not important. The size, situation and context under which a firm operates, one can choose the way he/she would like to design a training program in the firm. However, it is important to know that without training your employees, you are reducing your own firm's competitive edge. 


If you still have questions, read out next article, 

Next>> Why should I train my workforce?


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