Companies sell the output from what their employees do. That could be providing brokerage services, running a machine on an automobile production line, or designing a graphic ad campaign. No other resource within an organization will have as positive an impact on company performance and bottom-line results as well trained employees. Therefore, management must continuously assess the training needs of the work force.
What must management deal with?
- New employees with little or no skills
- Employees with obsolete skills
- Transferred employees with skills that do not match their job description
- Present employees with poor or underdeveloped skills
What is the role for the management team?
- Provide the space and the time for the employees to learn the new skills
- Pre-determine where these new skills will be applied
- Provide the opportunity, the time, and the encouragement for immediate application
What is the payoff for training?
Benefits for the manager or supervisor:
- Decrease in need for supervision
- Improvement in department performance
- Decrease in operational problems
- Increase in employee respect for supervisor
Benefits for the employees:
- Increased job performance
- Increased job satisfaction
- Freedom from close supervision
- Increased personal growth and development
- Improved morale
- Increased confidence and self-esteem
Benefits for the organization:
- Increased productivity
- Decreased operational issues
- Increased customer satisfaction
- Bottom line ROI from the training
To achieve the stated benefits above training must be tied directly to its application. When the employees are given the opportunity to immediately apply what they have just learned the organization as a whole benefits.
Geri E.H. McArdle, Ph.D.