Training is not just important to companies, it is actually essential. Training courses are an excellent way to improve the effectiveness of your workforce, but they can also be attractive benefits for people that are ambitious. Training comes in many different categories including sales training, management training, etc., but there are general benefits that can be realised from just about any type of education policy or program undertaken by a company.
Benefits that your company and your employees will enjoy include:
- The increased ability to respond to change effectively.
- The improved ability to implement and achieve specific goals listed in the organisation’s business plan.
- Employees acquire skills that let them perform a wider range of tasks.
- Enhanced productivity and strict adherence to the set standards of quality.
“Productivity generally increases when companies implement training courses,” says a compliance trainer at Trident Assurance Services. Training across the workforce, from the shop floor to management and in any discipline helps improve:
- Company profile and reputation
- Market share
- Customer satisfaction
It may also lead to reduced:
- Workplace accidents
- Inefficient use of materials and time
- Recruitment expenses
- Absenteeism and staff turnover
- Equipment maintenance costs
Training also makes organisations more attractive to potential new recruits that seek to enhance their skills as well as opportunities associated with the new skills.
The absence of a training strategy to potential top candidates implies that the company will fail to meet their personal aspirations, which leads to a lack of ambitious candidates.
Training strategies involve the systematic improvement and training of people within the organisation so that both they, and the organisation achieve their objectives as well as both individual and corporate goals.
Training strategies will vary according to the requirements, but the important components include:
- Leadership development
- Team development
- Team building
Training can be of any kind but relevant to the work or the individual’s responsibilities and can be delivered via any suitable method.
For instance, it may include:
- Individual study
- In-house training
- Mentoring schemes
- On-the-job learning
A large amount of flexibility, therefore, exists that can be awarded to the training strategy’s delivery method, and if utilised properly, it can successfully help reduce expenditure.
Starting from Scratch
Identifying the constantly changing needs of your customers in terms of the organisation’s strategic plan and its current workforce is one way forward. Following up with research is the training strategy’s action plan, and once you have completed this, the focus should shift to the training goals.
Training can commence if the required resources and systems are in place. It is complemented by the continuous mentoring and once training is complete, and the assessment and evaluation of the trainees along with the training process should be implemented.
It is only by using this approach that the firm can assess the cost and benefit of the money it spends, confidently delivering training to staff.
Communicating Your Training Opportunities
Having a strong, successful training strategy will help you develop your employer brand and make your company a prime consideration for mid-career changes and graduates.
How committed you are to training will be transferred to the career marketplace, including recruitment professionals and job seekers, through word of mouth and positive feedback by both current and past employees.
Recruitment professionals that seek to place ambitious candidates within your organisation will increasingly recognise your organisation partly on the strength of the reputation of your company and partly on the quality and strength of the training you offer.
The reputation of your company with regards to training will also be built through those educational establishments that guide and advise promising talent towards the job market.