Some companies spend billions on training their employees, however, their investment does not always ensure results. The success of training programmes implemented in businesses depends on whether or not the purpose of the training is clear and whether or not employees are actively engaged in the training. It would also seem that training is not a priority in many businesses, and businesses also don’t always see the value in the development of their employees’ soft skills.
Many managers are often dissatisfied and discouraged when they do invest in training, and the effectiveness of this training is not seen in the workplace. It’s important to remember that a business should take certain steps before implementing training sessions. For example, it’s important to establish whether the problem you are trying to fix within the workplace, is due to a training issue. It is important for managers to determine whether an employee has the correct tools to do the job expected of them, instead of assuming that the employee lacks the skill to do the job.
When it comes to training, it is of utmost importance that the employee being trained understands why he/she needs to acquire this new skill or enhance their existing skills. Furthermore, the training should be relevant to the skill the employee needs to acquire. Finding an external service provider who can customise their training programmes to address the business’s specific needs could be the way to go when it comes to training your employees. The reason being, in-house training is often amateurish and full attention is not given, however, when employing an external service provider, you can rest assured that the training will be done right as this is their primary job.
The failure to see results is still the main issue when it comes to training. The reason for this is that training is not supported enough; it needs to be thoroughly planned out in order to ensure that employees are learning the relevant skills. In companies where training is available, the content and training methods are not always linked to the actual businesses’ or employees’ needs. This wastes money, and it is highly likely that employers will not see a positive impact of these training sessions within the workplace.
When it comes to training, whether it’s in-house or external, it is vitally important to find the perfect fit. Ask the following questions in order to determine what type of training is necessary:
- What are some of the business problems we are trying to address?
- Is this business problem a result of a skills gap, or can it be addressed through training?
- Which employees should attend the training?
- Is training the right solution?
- How can we ensure that the training pays off?
Whether your business decides to go with in-house training or external training, it’s very important that management’s attitude towards the training is not only positive but also participatory. This will ensure that the employee will absorb the training and incorporate it into their everyday work tasks and responsibilities. Finally, ensure that your business culture places a focus on continued learning and improvement of your employees.
This article is a general information sheet and should not be used or relied on as legal or other professional advice. No liability can be accepted for any errors or omissions nor for any loss or damage arising from reliance upon any information herein. Always contact your legal adviser for specific and detailed advice. Errors and omissions excepted (E&OE)