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Employee training is something that many organizations struggle with.
There are issues with adequate resources for curriculum development, facilitating the training, and the downtime associated with pulling employees out of their jobs for a period of time to learn new skills.
I worked for a large nonprofit that communicated to employees that they “could not guarantee employment, but could guarantee employability”.
This meant they would invest in employees to keep their skills current and marketable.
They offered different levels of training, and employees interested in learning could take advantage of continuing education classes that were either facilitated internally or taken outside of the organization.
In addition to continuing education, some organizations offer tuition reimbursement to help offset college costs for adults in pursuit of undergraduate or advanced degrees.
Tuition reimbursement is considered a great benefit and is also used by organizations as a recruitment and retention tool.
Employees feel valued when organizations invest in them.
5 Benefits of Employee Training
When prospective employees assess an organization to determine if it is a good fit, they look at the employee benefits package.
Pay and benefits are important, and many organizations offer tuition reimbursement as a benefit to attract employees who endeavor to continue their education – but lack the resources to do so.
This type of benefit can be a determining factor in whether or not an employee accepts a job offer.
2. Business Advantage
The world is changing quickly, and businesses need to keep their employee skills current in order to be competitive.
Keeping up with changing software programs, technology changes, customer service skills, or leadership trends are examples of competitive advantages organizations can have with a well-trained workforce.
3. Employee Morale
Most employees stay satisfied in a job for a period of time and then look for growth opportunities.
Employees who continually develop their professional skills or pursue higher education are hopeful that there will be career advancement opportunities in their future.
This can also help employees remain positive and contribute to the vision of the organization, which is a result of strong employee engagement.
4. Employee Contributions
I have found that employees who are in school often bring back what they learn to the organization and apply learned concepts to the job.
This offers value to the organization and provides for real-life application for the student.
It is definitely a win-win for both.
5. Employee Retention
Employees typically stay with an organization that is footing the bill for their education.
Some organizations require students to stay with the organization for a period of time after graduation to be eligible for tuition reimbursement.
This can hold an employee with the organization a little longer but can also offer the wrong motivation for staying.
This kind of policy should be considered carefully.
There are many great online resources to help employees keep their skills sharp.
I am familiar with Lorman Training, which offers some great courses in Human Resources, Construction, Engineering, Medical, Legal, Banking, Accounting, Tax, Business, and Management.
Their classes are well done. Check it out, and if you like what you see, you can get a 10% discount by using this link to sign up! Let me know your thoughts if you do!
When times get tough, training budgets are usually one of the first areas that get slashed.
This is an unfortunate phenomenon, considering the impact it has on an organization’s recruitment, retention, and employee morale.
Does your organization offer employee training benefits?