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Training
Benefits of
Employee Training
 Training your workers can be a tremendous drain on your time
and resources. But before you dismiss the idea of helping your employees
learn new skills, consider the ways that skill-based training can positively
affect your employees and your company.
Training increases employee productivity. In addition to learning how
to complete new tasks and take on more responsibility, employees can learn
advanced techniques to help them complete everyday tasks more efficiently.
For example, sending your bookkeeper to an advanced Excel class may help him
or her learn shortcuts to simplify the accounting processes.
Training reduces turnover. Employees who don't receive guidance or
have difficulty learning the ropes are much more likely to leave your
company. Employees are less likely to leave if they have the opportunity to
learn new skills and keep up within their industry.
Training improves job satisfaction. Investing time and money in
employees’ skills makes them feel valued and appreciated, and it challenges
them to learn more and get more involved in their jobs. Higher job
satisfaction ultimately results in reduced turnover and higher productivity.
Training aids in the recruiting process.
 If
you're committed to training, you'll be more willing to hire a desirable
candidate who lacks a specific skill. Training also makes your company more
attractive in the eyes of potential employees because it shows them they
have room to grow and accept new challenges.
Training rewards long-time employees. You'll be more willing to
promote existing employees who have learned new skills and are ready to take
on new challenges.
Training reduces the need for employee supervision. Not only does
skill-based training teach employees how to do their jobs better, it helps
them work more independently and develop a can-do attitude.
Ten Employee Training Tips
Well-trained employees are the key to your small
business success. Studies have shown that the most successful, productive
employees are those who have received extensive training. They’re the cream
of the crop, often having the strongest stake in the company’s future.
In an ideal world, you would be able to hire people who already possess the
exact skills your business needs. But in today’s competitive labor market,
demand for skilled workers far exceeds supply.
That’s where training comes in. Not only does instruction arm your employees
with needed professional or technical skills, it also shows that you are
invested in them and interested in bringing them with you into the company’s
future. This helps keep workers motivated and involved.
In order to successfully launch an employee training program in your own
company, follow these 10 helpful tips:
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Stress training as investment.
The reason training is often considered optional at many companies is
because it is thought of as an expense rather than an investment. While
it’s true that training can be costly upfront, it is a long-term
investment in the growth and development of your human resources.
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Determine your needs.
As
you probably don’t have unlimited time or funds to execute an employee
training program, it is important to decide early on what the focus of
your training program should be. Determine what skills are most
pertinent to address current or future company needs or that will
provide the biggest payback. Ask yourself “How will this training
eventually prove beneficial to the company?”
-
Promote a culture of learning.
In today’s fast-paced economy, if a business isn’t learning, it’s going
to fall behind. A business learns as its people learn. Communicate your
expectations that all employees should take the necessary steps to hone
their skills and stay on top of their professions or fields of work.
Make sure you support those efforts by providing the resources needed to
accomplish this goal.
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Get management on board.
Once you have developed a prioritized list of training topics that
address key needs within your company, it’s important to convince
management to rally behind the initiative.
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Start out small.
Before
rolling out your training program to the masses, rehearse with a small
group of users and gather their feedback. This sort of informal
benchmarking exposes weaknesses in your training plans and helps you
fine-tune the training process.
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Choose quality instructors and materials.
 Who you select to conduct the training will make a major difference in
the success of your efforts, whether it’s a professional educator or
simply a knowledgeable staff member. Having the right training materials
is also important -- after the training is over, these materials become
valuable resources for trainees.
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Find the right space.
Select a training location that’s conducive to learning. Choose an
environment that’s quiet and roomy enough to spread out materials. Make
sure the space is equipped with a computer and a projector so that you
can present a visually stimulating training session.
-
Clarify connections.
Some employees may feel that the training they are receiving is not
relevant to their job. It’s important to help them understand the
connection early on, so they don’t view the training sessions as a waste
of valuable time. Employees should see the training as an important
addition to their professional portfolios. Award people with completion
certificates at the end of the program.
-
Make it ongoing. Don’t
limit training solely to new employees. Organized, ongoing training
programs will maintain all employees’ skill levels, as well as
continually motivate them to grow and improve professionally.
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Measure results.
Without
measurable results, it’s almost impossible to view training as anything
but an expense. Decide how you’re going to obtain an acceptable rate of
return on your investment. You’ll have an easier time budgeting funds
for future training if you can demonstrate concrete results.
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