Training
– Frequently Asked Question
Why
should the company provide
employee trainings?
Under the cost pressure of highly competitive
markets, many companies are expecting
their staff to do more with less. Obviously
this can only be done successfully
while providing employee trainings
at the same time. Otherwise, declining
quality is the obvious consequence.
In an increasingly challenging work
environment, training heightens employee
morale. Most employees have a natural
desire for self-improvement and feel
more motivated about working in a company
that treats them like professionals.
It also helps the existing team to
focus on the company’s strategic priorities
and to cooperate more efficiently.
Training helps sustain and improve
quality, productivity, and profitability.
The returns on targeted trainings are
usually significantly higher than the
investment.
Additionally, training reduces the
risk of unwanted employee departures.
Much more often than not, training
costs are way cheaper than recruitment.
And, obviously, new recruitments also
need to be trained.
What
are my risks of not providing
employee trainings?
Providing training to your workforce
is critical to maintain and enhance
the value of your human capital. Failing
to do so can result in declining quality
as well as losses in productivity and
profitability.
With untrained or under-trained employees
it is difficult, if not impossible, to
provide superior service to your customers,
resulting in competitive disadvantage
that can become a major threat to the
company’s success in the market place.
If you fail to provide employees with
essential trainings the consequences
will often only show with a time delay.
Usually it will be hard then to correct
the situation under time pressure since
trainees can only ‘digest’ a certain
amount of new information within a given
time. Additionally, in many cases trainings
won’t show their full impact immediately
after the training sessions. The combination
of these factors can result in a large
training gap, making the company vulnerable
and an easy prey to its competitors.
Therefore, a proactive training approach
with a comprehensive and professional
training plan is advisable.
Why should
I consider an Outside Facilitator?
In times of busy schedules, tight deadlines,
and management downsizing, companies
often don’t have the time and resources
to develop and conduct comprehensive
employee trainings in-house.
Staff is often reluctant to give open
feedback and to address critical issues
with superiors acting as trainers. Naturally
employees are hesitant to admit own shortcomings
when their manager or management is present.
Therefore, it is very difficult for a
boss to effectively facilitate.
Additionally, external trainings usually
have a higher level of staff recognition.
