Providing the training that your people need

The first thing a manager has to contend with when thinking about training for employees, is the variety of training available. There are standard or tailor-made courses, and the promoters of these courses always stress that they are all designed to meet the requirements of the business.

• Customer Service
• Team Building
• Time Management
• Stress Management
• Communication Skills
• Supervisor Skills
• Project Management
• Risk Management
• Change Management
• Business Writing
• Mediation and Conflict Resolution
• Presenting and Facilitating Skills

This is just the tip of the iceberg.  For all these courses, training can be conducted in a range of formats from personalised 'one-to-one' to large group seminars. They can be delivered off site or in your own business environment.

To overcome the widening gap between current skill levels and those needed to maintain competitiveness, companies are finding that workplace education programs are leading to a host of improvements.

The end-product of workplace education programs is an empowered and better-skilled employee, ready to not only bring excellence to the workplace, but to dream realistic dreams regarding career and education goals, as well as job advancement. This process then reflects a remarkable return on investment.

The impact of basic skills training on profits varies according to the value and shortage of a given skill or group of skills within a particular business sector. However, employers overwhelmingly report increased profits and other bottom-line benefits, when their employees gain basic skills that enable them to work more effectively.

It is difficult to overstate the importance of workplace training. When employees learn that high-quality work is crucial to the success of the organisation and to their own job security, they are likely to become more conscientious. Once they become fully aware of what is expected of them and how their efforts fit into the big picture, and then receive the skills to meet those demands, the quality of their work generally rises.

This sort of improvement almost always leads to a host of direct economic benefits for the employer. The typical list of benefits includes: increased output of products and services, reduced time per task, reduced error rate, a better health and safety record, reduced waste in production of goods and services, increased customer retention, and increased employee retention.

When workplace learning is effective, it can result in a stronger competitive edge, higher productivity and improved retention rates for the business.

Generally, despite the expense, most managers would consider training to be a low-risk area of business. If it is designed appropriately and delivered well, it introduces the right skills for the jobs that people are doing. Staff members who are trained, can take on more tasks and new responsibilities, and in this way skill shortages can be reduced.

In excellent organisations, where the vital role of training is well entrenched, practical benefits that flow from having people trained and trained well, include:

• There is usually more innovation and the ability to introduce new technology and work practices is increased;
• The business can create a competitive edge—new skills and attitudes can put the business ahead of the pack;
• Because people are very often the shop window of the business, better-trained people can mean improved customer service and reputation;
• Because so many employees want to receive further training today, an excellent training regime can increase morale and keep staff more motivated; and
• Giving employees the training they want can dramatically improve retention rates with the obvious attached savings.