Modern business is more and more aware of the impact that training has on employee quality and retention. Recognizing that training is a necessary investment, the question is how you can get the most out of that investment?
You should be asking yourself “What should my employees be focusing on? What does my business need?”. The answer to that is simple:
Technical skills development can save your company money across departments regardless of industry or size. Vital Technical Skills Training allows your team to deliver in several ways.
Giving your whole company shared basic technical skills puts everyone on the same page. Executives make more informed decisions, Human Resources and other Human Experience Designers can better show technology what they need, and managers can make better estimates of the time needed to complete projects. When miscommunication is reduced, the company moves in that shared direction faster and more successfully. Maybe your support team doesn’t need to design a conference room, but understanding how it’s made and recent updates can help them field customer questions. Your business can only compete in a digitally complex world if your employees are comfortable living and working in it.
Stay up to Speed (and Why Blended Content)
Your technical staff need to engage in ongoing learning to stay up-to-date with the latest tech. But what is the most cost effective delivery system? No employer has the same answer. Some with exclusively online training bemoan the low level of engagement and personalization; others that send their team to trainings across the country worry about the rising travel costs and lost productivity. In research on blended learning in 2010, the U.S. Department of Education found that blended learning approaches are often more effective than more traditional face-to-face instruction, and that they incorporate learning and teaching elements that are not found in purely online or face-to-face courses. A 2011 research review published by Kaplan Inc. also found that blended learning programs can potentially offer more personalized, student-focused and flexible forms of teaching than would be found in the face-to-face-only classroom. This is a proven approach for a technical staff, and can help keep your people continually improving with minimized offsite time.
Promote from Within
By 2020, the Bureau of Labor Statistics estimates there will be a gap between the number of open technical positions and skilled workers able to fill them of nearly 1.4 million. Hiring in a new employee requires un-training old habits, general training, department training, job specific training, cultural integration, and many other time consuming steps to become fully integrated and effective. However, training a current employee in job specific areas allows the employer to get the same results with considerably less expense. In this approach, an employer gets high-skilled employees with experience specific to your needs and company (and nobody else’s company!), and your new technician/engineer gets a great new job without having to change companies. Promoting current employees to new technical roles saves money in recruitment costs, loss of productivity and salary, and they are already familiar with and loyal to the company. Companies that create internal hiring programs see an increase in retention and satisfaction; better business.
Republished from Red Team with permission.