Companies must maintain workers’ skills and improve their performance if they are to retain a competitive advantage, and there are a number of ways to do this within a budget. With downsizing and cost-cutting, companies have fewer people and growing workloads, creating a greater need for proper employee development.
A recent survey from international staffing firm OfficeTeam found that 45 percent of human resources (HR) managers cited training and development as their greatest staffing concern.
Business research firm Dun & Bradstreet offers companies 10 tips for introducing an effective development program.
- Employee development should be emphasized as an investment in the employee.
- Companies must identify specific skills and behaviors to be improved and the timeline for meeting those goals.
- Firms should encourage a learning culture to express the importance of all workers becoming more competitive in their skill sets.
- Employee development programs should involve the support of management at all levels of the organization.
- Effective employee development should start out small to allow for fine-tuning.
- Companies should choose professional facilitators with valuable education materials.
- Choose a training area with enough space and equipment.
- Firms must clarify their goals and make sure employees know the specific purposes for the development program.
- Make employee development a continuous process.
- Finally, companies should track the results.
Training can be beneficial to employees at nearly every level of the company. The impact of a development can extend further if the employee sees the link between the training and their abilities to contribute to the company’s mission, business plan and goals
Source: ThomasNet (09/28/10) Leybovich, Ilya