Updated: Apr 13
Many organizations oversee the regular training of employees as a costly venture for their businesses. They pass over the value of training and development by considering it a waste of time, paired with money, resources, and time off from work tasks in order to perform it. Despite these potential obstacles, regular training has been frequently proved to benefit the workplace long-terms.
Training not only escapes the hassle of ongoing recruitment projects but also provides loyal employees equipped with maximized skills, job satisfaction, employee morale, and attainment of business strategies.
So, what is the training and development of employees? Is training and development the same thing?
Training is performed to achieve clear and measurable goals related to productivity, efficiency, and precision of current processes. Development is an emphasis on the immediate work roles and broader skills including mentorship, communication, leading management, decision-making, and training of other employees. Different organizations have varying requirements for training and development that may include computer or software technology skills, orientation, communications, work ethics, human relations, health and safety compliances, diversity management, product/service quality initiatives, change management, customer services, or sexual harassment.
If you’re an organizational leader who's looking to explain the importance of training and development, we have got you covered.
Below are important values to note as to why training is essential for your workforce.
1. One Step Closer to Meeting Organizational Goals
Training and development are vital as it escapes the brain drain of highly skilled employees. Through robust training, their skills are sharpened to make them capable of bringing improved structures and processes to the organizational system. From new hires to peers, awareness of the company's knowledge base and objectives is substantial and needs to be reminded repeatedly. This allows employees to consistently align themselves in the joint race to meet the organization's goals.
2. Better performance, Better Organizational Growth
After identifying a relevant basket of training for employees, managers become confident in reaping the two-way benefits from their workers. On one hand, they can benefit from the improved performance of trained staff, and on the other, rapidly evolving characteristics will help to yield industry leaders for the company. Continued upskilling enhances the confidence level of managers to try innovative ideas and unique solutions to their operational tasks. It makes employees more competent to play their pertinent role in organizational growth and also helps with mitigating the need to continually outsource new talent. Personal learning exposures and development also helps the employees to predict hidden needs of resources and technological advancements for the organization.
3. Educate Employee and Win Your Loyalty Card
Most of the employers or HR personnel sitting in their offices know how to capture the job satisfaction and retention of an organization's workforce. The organizations that have done this well typically provide employees to upgrade their skills through learning new technology or practices. A trained employee feels empowered and more loyal to the firm that allows it to adopt new skills and grooming his/her abilities. With improved morale, the employee becomes more satisfied, loyal, and secure towards the organization due to feeling that the organization cares about his/her advancement, rather than being or feeling stagnant in career growth at the same level. He/she tends to enjoy and appreciate the thoughtfulness of leadership that prioritizes employee development just a much as organizational growth.
It's important to note here that when training and development are absent in an organization, many skilled leaders and employees unexpectedly leave to find another place of employment. Searching for new replacements ends up costing you time, productivity, and often loss of potential clients when you lose your top talent that was critical to key performance indicators. Therefore, I dare say that training and development is one of the factors that can reduce turnover rates because most employees see training subjects as a great incentive of an investment to their career growth.
4. Train one, See the Ripple Effect on Others
Employees are the biggest asset to any organization. Thriving firms are aware of it and invest in their talent to gain sustained business growth. Preparing employees to invest time in your organization, especially in a competitive market, becomes easy when they are consistently developed. When an employee gains more skills and knowledge through training, they can transfer learned knowledge or expertise to their peers. This transference can occur in silos or cross-functional directions within teams to fill the knowledge or talent gap. It can also create great synergy among teams as they gain greater comfortability and confidence in learning from their peers.
The company also now has the opportunity to skip the cost of outsourcing tasks and manage in-house operations through training and development roles and peer-to-peer mentoring. It creates an excellent scope for internal promotions.
Needless to say, ‘learning never exhausts the mind’. Every skill needs to be practiced to prevent its loss of excellence. A workforce that is continually invested into with repolished knowledge and skills in regular intervals helps to maintain the sustained competitive advantage to the organization. The development of each employee is vital to create a supportive environment that can match the culture of a workplace, support continued learning, and shows employee empowerment.
Do you want rejuvenated employees? Get your hands ready to train, train, train.