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Employee Training Amid Tight Economy? Why Not!

22

Mar 2017

Sad to tell, but in a tight economy, training stands first on the “cutback list” for the sake of the company budget, while in fact, training should be more frequently held during these times. Reason why? Providing training programs means you are proactively retaining your star employees and show them how the company actually “has faith” in them, that they are fully entitled to develop their skills, which, in turn will make them someone who’s valuable to everyone.

Let’s look at the different types of training that may be important to your organization.

  1. Job Skills Training

A responsible company will put effort to provide its employees the means to improve their skills, mostly for the newly on-board, who are not full up to speed and need a catch-up program to help them develop their skills as well as to fortify the policies and procedures. This type of training will help offset the time to answer questions or to re-do a job because it was not finished to company standards.

 

  1. Compliance Training

Employment compliance issues are every now and then in the news. Staying current on compliance issues may be critical for your company, which is why providing trainings on safety is mandatory if your business line lies in sectors which contain risks on safety and health. Otherwise, your company may be at risk if you do not comply.

 

  1. Employee Development

This is exactly how a company identifies how to allot employees in the most suitable position, which is necessary in reducing turnover as well as poor morale of the employee. Effective training will not only address the needs of the individual employee, but also communicate to the employee the needs of the organization.

 

  1. Succession Planning

Training of your star employees into lower, middle, and upper management will give them the opportunity to learn new techniques and to develop new skills. This type of training helps the organization to plan for growth and retirement issues.

 

  1. New Supervisor Training

All too often, a good, hard worker is promoted into a lead or first line supervisory role – without any training. By taking the time to analyze the capabilities of the employee and training them into this new role, will safe the company time and money and the individual the peace of mind of knowing what is expected in this new role.

Training, just like other functions, is a process. If you plan ahead and create a good and solid program, training will bring nothing but benefit your organization. With proper training, you can transform disengagement into employee engagement. Now are you still going to slash the budget for employee training?

 

Ref: https://www.effortlesshr.com/blog/training-employees-tight-economy/