Why Is Engineer Training Important? Explanation of Specific Methods, Key Points, and Challenges

March 28, 2025

Having experienced engineers can drive company growth and provide various advantages. However, hiring experienced engineers mid-career is not easy. As a result, many companies aim to develop new graduates internally. This post explains the reasons, challenges, and methods for engineer training. If you are responsible for talent development in your company, this guide will be useful.

Why is engineer training necessary? Here are three key reasons:

1-1. Contributes to Company Growth

Training engineers with advanced technical skills contributes to the company’s growth. Engineers who continuously acquire the latest skills can give a company a competitive edge. It may also open up new business opportunities. If engineers remain stagnant in traditional roles, they may be unable to meet future demands, leading to missed opportunities.

1-2. Develops Talent Aligned with Corporate Philosophy

Training engineers in-house increases the likelihood of developing employees who align with the company’s corporate philosophy. While skilled professionals can be hired mid-career or outsourced, they may struggle to adapt to the company culture and fail to perform effectively.

On the other hand, training employees who are not influenced by another company’s philosophy or methods can result in long-term contributors who fully integrate into the organization.

1-3. Accumulates Training Know-How

Training engineers in-house benefits not only the trainees but also the employees responsible for training. The training process helps develop the skills and communication abilities of senior employees.

Additionally, establishing an internal training system allows for continuous improvements. Repeated training efforts help accumulate know-how, enabling the company to build a structured and effective training framework.

2-1. Requires Significant Time

Talent development is a long-term process and cannot be completed in a few days or months. It requires continuous effort over an extended period. Companies facing labor shortages and heavy workloads may struggle to allocate sufficient time for training.

Moreover, if training programs fail to develop employees into valuable assets or if employees feel dissatisfied with inadequate training, early resignations may occur.

Since in-house training not only promotes long-term employee retention but also accumulates know-how, it is crucial to establish a structured training system in advance.

2-2. Shortage of Trainers

The IT industry is generally experiencing a shortage of engineers, which also leads to a lack of trainers. Training employees requires both technical expertise and communication skills.

If HR personnel are responsible for training, they may lack the technical expertise to provide adequate guidance, even if they help address manpower shortages. Hiring new graduates does not necessarily translate into better business performance if effective training is not in place.

2-3. Difficult to Measure Growth

When training engineers in-house, it may be difficult to assess their growth. This is especially true when employees participate in external seminars or receive training from external instructors, making it challenging to measure their progress.

To address this, companies should conduct internal training sessions alongside external programs. Maintaining open communication with employees and using checklists can help monitor their development.

2-4. Risk of Employee Turnover

Even after investing time and resources into training, there is no guarantee that employees will stay. Many companies struggle with employee retention.

If trained employees leave before contributing to the company, the investment in training—both time and money—goes to waste.

Employee resignations are often linked to working conditions and workplace environments. With increasing job mobility and a lower barrier to career changes, companies must improve their work environments to retain talent.

What are the best approaches for training engineers in-house? Here are some effective methods:

3-1. Implement On-the-Job Training (OJT)

OJT involves supervisors or senior employees training engineers through real work tasks. Since it focuses on practical job responsibilities, OJT allows for efficient skill development. Additionally, direct communication during training helps build trust between employees.

However, if the training is too strict or the system is inadequate, both the trainers and trainees may experience excessive stress.

3-2. Utilize Off-the-Job Training

Off-the-job training involves training employees through external programs outside of regular work tasks. Professional instructors often provide industry-wide knowledge and technical skills to multiple employees at once.

This method enhances employees’ problem-solving skills but involves additional costs. Furthermore, employees may struggle to apply what they learn to their actual work, so companies should plan carefully.

3-3. Conduct Internal Study Sessions

Organizing in-house study groups among employees is another effective training method. Employees can exchange knowledge, ask questions, and solve problems together. This approach reduces costs related to training programs and travel while promoting knowledge sharing.

Additionally, facilitating cross-departmental interactions can improve internal communication. However, successful study sessions require employees with strong teaching skills.

3-4. Offer E-Learning Opportunities

E-learning allows employees to study using digital devices, making training accessible anytime and anywhere with an internet connection. Employees can learn at their own pace, even during work breaks. However, since e-learning focuses on theoretical knowledge, companies must provide separate opportunities for hands-on practice.

Here are four essential points to consider when training engineers in-house:

4-1. Adopt a Long-Term Perspective

Talent development requires a long-term approach. Attempting to compress training into a short period may overwhelm employees, causing stress and reducing motivation.

Instead of rushing, companies should tailor training programs to individual employees and continuously update training content as needed.

4-2. Create a Supportive Environment

Employees undergoing training may experience stress due to unfamiliar tasks or workplace dynamics. Therefore, companies must foster an environment where employees feel comfortable discussing concerns.

Having dedicated support teams or encouraging open communication among employees can make it easier for trainees to seek help, allowing them to focus on skill development.

4-3. Cultivate a Culture of Self-Learning

Companies should encourage a culture where employees proactively pursue learning. Many companies struggle with talent shortages, leaving employees with little time for skill development. Without a culture of continuous learning, training initiatives may stall.

For example, companies can motivate employees by offering promotions or awards to those who actively seek learning opportunities. Holding regular in-house study sessions can also foster a habit of continuous learning.

4-4. Implement Progress Monitoring and Feedback

Regularly tracking progress and providing feedback is essential during training. Establish opportunities for employees to report their progress, align expectations with trainers, and reinforce their learning through constructive feedback.

In-house engineer training contributes to company growth and helps accumulate valuable know-how. However, challenges such as a shortage of trainers and employee retention issues must be addressed. If in-house training is difficult, outsourcing talent through staffing services may be a viable alternative.

ISF NET’s IT infrastructure engineer dispatch service employs over 2,000 engineers as full-time staff. With a vast talent pool, we can assign professionals tailored to your company’s needs. Contact us today for a free consultation on engineer dispatch services.

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