Training courses are ways of improving the effectiveness of your current workforce, but they are also attractive benefits for ambitious people.
Training isn’t just important to any company, it is vital.
Although there are many categories of training such as management training and or sales training, there are general benefits to be realised from virtually any type of education program or policy a company undertakes.
Benefits both your company and your employees will realise include:
- Improved productivity and adherence to quality standards.
- Employees develop skill sets that allow them undertake a greater variety of work.
- Improved ability to implement and realise specific goals outlined in a company’s business plan.
- Increased ability to respond effectively to change.
Productivity usually increases when a company implements training courses. Training across the workforce, from the shop floor to executive level and in any discipline, improves:
- Customer satisfaction
- Market share
- Company reputation and profile
It can also lead to reductions in:
- Inefficient use of time and materials
- Workplace accidents
- Maintenance costs of equipment
- Staff turnover and absenteeism
- Recruitment expenses
Training also makes a company more attractive to potential new recruits who seek to improve their skills and the opportunities associated with those new skills.
The lack of a training strategy to a potential top candidate suggests that the company will fail to meet his or her own aspirations, leading to a lack of ambitious candidates.
A training strategy involves the systematic training and improvement of people within the organisation so that they, and the company, can achieve their objectives and both personal and corporate goals.
Training strategies vary according to requirements but important components include:
- Team building
- Team development
- Leadership development
Training can be of any kind relevant to the work or responsibilities of the individual, and can be delivered by any appropriate method.
For example, it could include:
- On-the-job learning
- Mentoring schemes
- In-house training
- Individual study
There is, therefore, a large amount of flexibility that can be awarded to the delivery method of the training strategy, and, if utilised appropriately, this can successfully help to reduce expenditure.
Starting from scratch
One way forward is to identify the ever changing needs of your customers in terms of the strategic plan of the organisation and its current workforce.
Following up with research is the action plan for the training strategy and once that has been completed, focusing on the training goals.
If the required systems and resources are in place the training can begin.
This is complemented by on-going monitoring and when the training is through, an evaluation and assessment of the trainees as well as the training process should be implemented.
It is only by doing this that the firm will be able to assess the cost and benefit of the money it has spent, delivering training to staff, with confidence.
Communicating your training opportunities
Having a strong and successful training strategy helps to develop your employer brand and make your company a prime consideration for graduates and mid-career changes.
Your commitment to training will obviously be transmitted to the career marketplace, including job seekers and recruitment professionals, by means word of mouth and positive feedback by current and past employees.
Increasingly, your company will be recognised by recruitment professionals who seek to place ambitious candidates within your organisation partly on the strength of your company’s reputation (employer brand) – and the strength and quality of your training.
You company reputation for training will also be built through those educational establishments which advise and guide promising talent towards the job market.