2019 Hiring Guide: How to Quarterback Training for Your Employees

With the hectic pace and pressure of everyday business, employee training can be easily overlooked or moved to the back burner. This is not a healthy habit to fall into. Every team member, whether hourly or salaried, can benefit from an ongoing professional development regime. And, it’s up to you to support it and make it happen.

Benefits of a Good Training Program

There are myriad advantages to a viable, robust employee training program. These include:

  • Talent attraction and retention: Professional development is a valuable employee benefit, considered a priority by high-performing candidates and employees alike. Word spreads quickly, and a competitive training program can greatly enhance your employer brand image.
  • Promotable employees: Promoting from within is good business – but only if a current employee is ready for a higher position. The right development program not only readies workers for promotion, but also deepens your overall talent pool.
  • Enhanced engagement: Employees who are unchallenged can become lackadaisical or adopt poor work habits. Interesting training opportunities keep boredom at bay and can lead to higher innovation and more productive ideas.
  • Cost and time savings: A well-trained, confident worker saves you money as they become more efficient and productive. Don’t view employee training as an expense, but rather as a smart long-term investment.
  • Better future planning: The right training is critical as you answer such questions as “What kind of future leadership will I need?” and “What industry changes are ahead?” You may need to hire a different kind of employee, and your development offerings would have to shift accordingly.

Smart Steps to Take

Here are some steps to update and improve your training program, as suggested by the Society for Human Resource Management (SHRM):

  • Benchmark against your competition. Network, review social media sites and collect all the data you can to find out how your competitors are enhancing training, as well as to see what others are saying about you. This information can support your request for new training initiatives.
  • Survey your workforce. The best source of information about organizational performance and needs are your current employees. Conduct surveys or focus groups to see what they want and need in terms of training.
  • Make a strategic plan. Your training plan must align with overall organizational goals. Like every business plan, it should include a purpose and proposed deliverables, a SWOT analysis, a realistic budget, and an outline of your communications and marketing steps.
  • Measure your results. The most successful companies measure the results of their training efforts to ensure the biggest return on their investment. Define and measure what have been termed “corresponding behaviors” – those you look for and measure to determine if employees have actually learned to perform well.

The development of effective training programs is just one aspect of TRC Professional Solutions’ full spectrum of resources for employers in fields including engineering, accounting, finance, marketing, logistics and cybersecurity. Why not contact us today to set up an informational meeting with your leadership team?