Employee training and development technology

Training and development programs are essential to building the foundation for employee engagement, customer satisfaction and organizational success.

Who is responsible for training and development?
There is no one answer to this question. In some organizations,
there will be a specific person whose entire job is to organize training
for employees, and maybe even lead a team of trainers. Elsewhere, training may be a part of the Human Resources department, overseen
by the director of HR, or even the purview of managers and department heads. Regardless of how your company is structured, the important thing to remember is that at least one person needs to have responsibility for building and maintaining a training and development program. Without that accountability and focus, it is all too easy for these
initiatives to fall through the cracks.

What is employee training and development?
Employee training and development is more than just a few mandatory sessions interspersed throughout the year. Instead, comprehensive programs open the door to personal improvement and career advancement. They are organized endeavors, and exist to meet the needs of both employee and the company alike. The investment of time and money also concretely demonstrates just how much the company values employees not as cogs in a machine, but as individuals with ever-expanding potential.

What does an effective employee training program look like?
Training and development is going to look different for every company depending on their needs. Some have formal programs in place to ensure that workers have a clear path open to them toward improvement and advancement. Others take a more informal route, with employees themselves tasked with requesting or finding development opportunities that suite their current role and future plans. Regardless of the structure, a valuable development program takes into account the needs of both the employees and the organization. Flexibility is key, with regular evaluations to ensure that trainings have not become
outdated or obsolete.


What are the benefits and advantages of training programs?

Training and development are mainstays at successful companies for a reason.
The benefits are numerous, including potential to improve benchmarks in areas like:

Employee recruitment

Employee engagement

Closing skills gaps

Building a leadership pipeline

Employee retention

Employee recruitment
According to Gallup, 45 percent of millennials say that “a job
that accelerates their professional and career development is
‘very’ important to them.” This sends a clear message that support for training and development is becoming essential to recruiting the best and the brightest, and for retaining them as employees in the years to come. It’s easy to say that you value your employees and care about their career paths, but demonstrating that requires a company-wide commitment that extends beyond words. Formal training programs and paths are an excellent way to build the foundation for this kind of atmosphere, and to forge a reputation that encourages promising recruits to seek out a place on your team.

Employee engagement
There are many pieces to the puzzle of keeping employees actively engaged at work. Employees want to not only feel valued, but also have a measure of control over their jobs and their career paths. Without this autonomy, it is easy to believe that their contributions mean nothing, resulting in dimmed enthusiasm and non-existent engagement in the workplace.
A robust training program boosts engagement by investing in employees, bolstering their enthusiasm for work and empowering them to take responsibility for their career paths. Both mandatory and voluntary professional development, internal and external, are excellent ways for employees to build pathways to move forward with their careers and to face the challenges of the future in ways that benefit them as individuals and the company as a whole.

Building a leadership pipeline
Despite what many think, the grass isn’t always greener when it comes to recruiting people to fill leadership positions. In fact, promoting from within brings many benefits along with it, including a shorter onboarding period and a deeper understanding of the company and its mission. Leadership development programs are a great way to outline career paths for prospective employees and to ensure that these internal candidates are ready to reach their full potential and tackle more responsibility when the time comes.

Closing skills gaps
This is what most people think of first when discussing training and development. In addition to scheduling regular development surrounding technology upgrades or product innovations, the first step in crafting trainings of this kind is to do a skills inventory in order to assess what skills already exist throughout the organization. With that information in hand, companies can then plan educational trainings to fill those gaps and build a stronger workforce.

Employee retention
All of these factors play into whether employees want to stay or if they are eager to pursue career paths elsewhere. By acknowledging the importance of training and development for employees, and putting that priority into practice, you can cultivate an engaged workforce and a vibrant company culture that is a place where people are excited to work.