Getting Value out of Corporate Training

By on October 16, 2012

Realizing the role of human resources in a firm’s well-being, the firms are investing heavily on development of their human resources by way of training initiatives, but they are still facing problems. Employee training has recently emerged as an indispensable HR function due to frequently changing business environment and the increasing competition in the marketplace. The firms now require their human capital to be updated and skilled so as to deliver optimum productivity. That is why latest training methodologies and techniques are now adopted to upgrade human skills in the organization. In spite of this the firms still face various HR problems relating to low productivity, absenteeism, employee dissatisfaction and high labor turnover. Now the question arises if the training initiatives are faulty or the learners are at fault? Well, the problem exists at both ends and it is therefore important to understand how a firm can get maximum value out of its training initiative.

  1. Engaging the Employees: One of the most important things to get value out of training initiative is engaging the employees throughout the training process. The employees learn best when they feel involved. It is therefore important to ask employees about areas they need training, the methodology they would prefer and the schedule that suits them. Also they should be told about the prospective benefits of the training like better knowledge about the job and the company, opportunity to know the seniors, and that the training may help them to get better prospects here or elsewhere.
  2. Emotional Training: A large number of times, the firms are reported to be neglecting emotional training of their employees. Emotional training is important in making employees work in teams and prepare them to perform even in adverse situations. Emotionally trained employees stay motivated, committed and engaged during downswings also thereby aiding the organization to revive again. Emotionally trained employees prove to be better learners in other training as well like skill training or need-based training.
  3. Preparing for the Future: Maximum value can be obtained from training initiative when the training not only considers the present requirements but also assesses the future training requirements of the firm. Today’s business environments are highly dynamic and as such it would be very costly if every time training is arranged after a change happens. The time demands pro-active approach rather than the reactive one. Future requirements should be identified in advance so that it can be combined with the present training content at same cost.
  4. Provide Opportunities to Implement Learning: Many times it is observed that firms hesitate to delegate authority to the newly trained employees or sometimes they are not given an opportunity to display newly learned skills, but this discourages the employees. Also, it leaves no scope for assessing the effectiveness of training. This way the firm never gets to know the feedback because whatever is learned is not used.
  5. Evaluating Training: Evaluation of training is very important to discover any loopholes that exist in the training program. There should be a regular measurement of training initiative both qualitatively as well as quantitatively so that the deficiencies can be immediately noticed and corrective actions can be taken. In the absence of proper training evaluation tools, the whole training effort may go in vain.
  6. Invest Minimum: A common notion is that the more sophisticated training tools are used better is the output of training. But this is false. The increase in output as a result of training can never be assured. There is always a risk involved in training initiatives whether it will be of any help to the organization or not. So, it is always better to keep the costs of training to the minimum. This may help to get maximum value out of the training initiative.