HR Career and Development Strategies. How to Demonstrate Your Commitment to Training and Development

August 24, 2010 by · Leave a Comment
Filed under: Education and Training 

Let Employee grow or watch them go. For many people, learning skills and improving their potential is just as important as the money they make. In a study by Linkage, Inc. more than 40 percent of the respondents said they would consider leaving their present employer for another job with the same benefits if that job provided better career development and greater challenges.
Businesses that identify career paths and provide developmental opportunities for their employees within the organization will have lower turnover.

The Value of Training and Development
The National Center on the Educational Quality of the Workforce (EQW) found on an average, a 10 percent increase in the workforce education level led to an 8.6 percent gain in total productivity. On the other hand, a 10 percent gain in the value of equipment only increased productivity 3.4 percent.

Skill enhancement issues were of top importance to employees. Investing in your employees’ future is more important than immediate compensation,”. “Programs that improve work skills and future career development are seen as particularly effective.”

How to Demonstrate Your Commitment to Training
Since training and development are crucial to retaining good employees, here are a few ways to demonstrate your commitment to the process:

 Give special recognition to those who take the time to improve themselves.
 Have a tuition assistance program available for all employees.
 Make sure the CEO and other top managers attend various training programs.
 Ensure managers teach classes to other workers.
 Set a goal on how many hours each employee should spend in training each year.
 Provide just-in-time training to employees. If they know they will immediately be able to use new skills, they will be more motivated to learn.
 At the beginning of each meeting, ask the question, “What new things have we learned recently?”
 Focus on improving individuals’ strengths.
 Identify organizational core competencies and provide training accordingly.
 Make sure each employee has a written development plan.
 Allow younger members of the workforce to train older employees.
 Eliminate training programs that are obsolete or no longer needed.
 Have the training department identify new training requirements.

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