Employee Training And Development
Employee Training And Development is not a cliched jargon for corporate and nor is it a fancy phrase in HR manuals. Training and Development of employee is an imperative aspect of any company that ensures learning and growth.
Companies that have a proper training and development process can retain more employees, and that’s just one aspect. An organization that nurtures its employee skills and thinks about its growth certainly attracts better talent and sustainability.
The Need for Employee Training and Development
Organizations prosper under continuous learning. The winning advantage is often with the one who adapts to the changing scenarios and welcomes development. The need for training arises from ascertaining the industry progress, remaining receptive to the changing situation and implementing what could best influence the growth of an organization. What eventually you are targeting is development.
A plethora of aspects can be considered trainable under various departments and verticals. However, once the need is identified after understanding the gap, individual training can be designed to affect a solution. A feedback or evaluation system is mandatory to affect a successful training program closely.
Innovative Training Approaches
Organizations are adopting various disciplines to inculcate a tradition of learning and development. Many innovative employee training and development initiatives have been created. Training programs are designed such that they could be accessed across a larger population of employees as well as remain a fairly 1-2-1 experience in deliverance.
Some of the innovative approaches are:
2. Feedback Oriented Training
4. Interactive Software Assistance
The aid of artificial intelligence, influenced by the element of gamification, is now used to train employees. A visually stimulating environment that creates a near real work problem scenario with a solution approach. This is uniquely designed to offer employees a pilot understanding of the actual work situations. The modules are analyzed for winning or losing remarks as results. Gamification ensures better understanding and confidence to deal with real work situations.
2. Feedback Oriented Trainings
A feedback system ensures better facilitation of newer approaches. Feedback Oriented Training ensures what has not worked in the past and what is the possible gap that can be understood and eliminated in the forthcoming programs.
E-Learning is the quick fix training method for the geographical scope of implementation. Organizations having a wider worldwide reach and working on standard practices can have an e-learning platform as a one-point solution to offer training.
The e-learning method also means that the training database that could be accessed any number of times without having a physical trainer and repetitive training costs.
4. A Trainer
What cannot be replicated is a physical trainer who comes with a precious treasure of experience, and inarguably who cannot compare to Artificial Intelligence. A trainer has case-specific solutions and approaches as compared to the standard training modules and Artificial Intelligence. A human touch to learning is anytime an incomparable experience.
Objectives of Employee Training and Development
Organizations invest in training with the aim of the overall development. Development per se is a comprehensive terminology; the finer aspect, however, is having a training and learning culture that leads to growth.
Training is with the objective of organizational and employee development by:
1. Overcoming the gaps
2. Prepared approach to adapt to the latest market trends.
3. Skill mastery
4. Better employee engagement
5. Goal-based learning & development
6. Enhanced productivity
7. Building a channel of a skilled workforce
8. A better understanding of systems and processes
9. Influenced workforce
10. Controlled employee turnover
11. An environment that facilitates learning and growth
12. Better profits
Barriers in Employee Training and Development
Employee training and development is a vast arena, and organizations often face challenges in setting the right learning culture. Some of the challenges faced are:
1. Lack of a robust training department.
2. Lack of management support.
3. A weak culture that does not facilitate learning and implementation in the organization.
4. Employee is resistant to attend training.
5. A fundamental non-clarity of job roles and growth path.
6. Budget Constraints
7. Ambiguous company policies.
Organizations that realize the importance of Employee Training and Development spend time and budget in developing programs that can enhance their growth. Training is a by-product of appraisals too. Organizations with a robust appraisal system can figure out the visible gap and patch it up with relevant training.
Some organizations are building an internal database of specialized experts, and in this, they have gone a notch high with identifying the right employees and the necessary skill-based trainings they can attend. Organizations have created an inbuilt training program for employees who are freshers and just out of colleges. The level of preparedness of an organization should be speculative and sensitive to future market needs. A dual motive of employee growth and parallel company growth should be the strategic vision.
Organizations like Capgemini are ensuring to train their fresh employees on the technology frontier and build experts within the company. The company sponsors these trainings.
Organizations like ICICI bank in association with Sikkim Manipal University have designed tailor-made management courses that bring out an overall development in a fresh graduate employee. These trainings are designed for a right fit-out for a job, post-training, to a specific organizational culture, practices, processes, overall grooming & management. The employees attending this fulltime management program are given a monthly stipend as well as a guaranteed job with a higher post after the training.
Organizations should invest in a dedicated Training & Development approach. There has to be a process that fosters a continuous learning environment. The idea is every individual who joins a company is an asset, and the asset has to be nourished and offered a conducive environment to grow. While the ground workforce chases the business numbers, the senior management runs the show. The senior management is the most critical asset and needs to be in tune with the organization’s goals and vision. Continuous skill up-gradation and enhancement of portfolio is the need. When it comes to Senior management, certain aspects are essential and trainable like – change management, leadership, goal settings, strategic management, employee development, resourcefulness, etc.
Organizations Employee Training and Development Programs
Training & development is a crucial part of any organization’s growth, aligning the organization’s workforce with its goals. In the scenario where an organization is unwilling to spend on training, the consequences can be catastrophic.
1. Increase in employee turnover due to stunted growth.
2. No learning atmosphere means a static growth culture.
3. Newer and better possibilities that are not accepted and implemented, which means obsolete practices over a period of time.
4. Teams, tasks, and processes are falling apart due to a lack of skills.
1. Training Need Analysis
Training need analysis is a systematic approach towards determining the gaps in the organization and advocating the right training.
A training needs analysis considers:
1. Current industry scenario
2. Current skill competencies
3. Industry or organizational benchmarks and visible gaps
4. Technical advancements
5. Recommended training methods and practices
2. Cost Factor Analysis
Organizations that invest in training do a cost factor analysis on training. This analysis is on:
1. The Training duration.
2. The productivity time that an employee spends in training.
3. Training expenses.
4. Content generation time.
5. Evaluation process.
6. Investment v/s visible productivity.
A structured training process supported by analysis and evaluation will be able to affect positively.
An organization with an inhouse training & development department also has a minutely framed employee training & development policy that encompasses the scope of training and employee engagement. The Training & Development policy also lists the more intricate aspects and structure of training.
Different organizations have different training approaches, while most of them have a mix of following programs. The following are the most common approaches to Employee Training and Development.
1. Educational Videos
2. Work Shadowing
3. Attending conferences/ workshops and seminars.
4. Instructional guides
5. Training material
6. Case studies
7. Group discussions
8. Mentoring or coaching programs
9. Simulation methods
11. An analytical approach through questionnaires, cognitive analysis, etc.
12. Training guides& manuals.
Training can be on the job or off the job, skill-based learning – Technical or Management. It enhances an employees’ approach towards industry and job as a whole. A company that invests in training should continuously review its investments against the output to verify if the investments are working in favor of the organization or not.
The HR department should set the following guidelines:
1. A number of minimum training an employee should attend in a year.
2. Assessment of technical or management training needs.
3. Attendance monitoring during training.
4. The objective of each training.
5. Employee evaluation post-training.
The Role of the HR Department in Employee Training and Development
The HR department plays an essential role in the Training and Development arena and is responsible for the process from identification to evaluation, including policy formation, budget allocation, and effective execution of the training. Not all training and modules can be created and presented in house, and therefore, organizations that actively seek newer and essential training programs should outsource. Decision and budget allocation are proportional to business returns, and thus both the motive and objective of training should be building a specialized workforce.
An organization that is on a constant vigil and understands that at this time, its competitor is training, is receptive and sensitive to change. Always be aware that you are not the only one training, and the one who acts pro-actively has the winning edge. Training and development is an ongoing process of being sensitive to the changing needs of the industry. Only by training and inculcating the latest trends and technology would help organizations sustain and emerge.