Enterprise and supplier development training; skill development training; and a range of other training models are so important for sustaining a growing business.
Training is the process of increasing the knowledge and skills of the workforce to enable them to perform their jobs effectively. A process whereby an individual acquires job-related skills and knowledge. Training plays an important role in developing a productive workforce and finely tuning processes to increase profits.
Manage changes effectively
Training also helps people and organisations manage change. Because organisations are continuously changing techniques; goals; equipment; people; and locations; all members of the workforce require training to support these changes. Organisations have a responsibility; not only to themselves and their businesses but to the business climate of South Africa and to the development of future workers and future business; to provide quality training and development opportunities.
Training presents a prime opportunity to expand the knowledge base of all employees, but many employers in the current climate find development opportunities expensive. Employees attending training sessions also miss out on work time, which may delay the completion of projects. However, despite these potential setbacks, training and development provide both the individual and organisations with benefits that make the cost and time a worthwhile investment. The return on investment from training and development of employees is really a no brainer.
The benefits of training
- Improved employee performance – the employee who receives the necessary training is more able to perform efficiently. Training will give the employee a greater understanding of their responsibilities within their role, and in turn build their confidence. This confidence will enhance their overall performance, and this can only benefit the company. Employees who are competent and on top of changing industry standards help your company hold a position as a leader and strong competitor within the industry.
- Improved employee satisfaction and morale – the investment in training that a company makes shows employees that they are valued. The training creates a supportive workplace. Employees may gain access to training they wouldn’t have otherwise known about or sought out themselves. Employees who feel appreciated and challenged through training opportunities may feel more satisfaction toward their jobs.
- Addressing weaknesses – Most employees will have some weaknesses in their workplace skills. A training programme allows you to strengthen those skills that each employee needs to improve. A development programme brings all employees to a higher level, so they all have similar skills and knowledge. This helps reduce any weak links within the company who rely heavily on others to complete basic work tasks. Providing the necessary training creates an overall knowledgeable staff with employees who can take over for one another as needed, work on teams or work independently without constant help and supervision from others.
- Consistency – A robust training and development programme ensures that employees have consistent experience and background knowledge. The consistency is particularly relevant for the company’s basic policies and procedures. All employees need to be aware of the expectations and procedures within the company. Efficiencies in processes result in financial gain for the company.
- Increased productivity and adherence to quality standards – Productivity usually increases when a company implements training courses. Efficiency in processes will ensure project success, which in turn will improve the company turnover and potential market share.
- Innovation in new strategies and products – Ongoing training and upskilling of the workforce can encourage creativity. New ideas can be formed as a direct result of training and development.
- Reduced employee turnover – staff are more likely to feel valued if they are invested in and therefore, less likely to change employers. Training and development is seen as an additional company benefit. Recruitment costs therefore go down due to staff retention.
- Enhances company reputation and profile – Having a strong and successful training strategy helps to develop your employer brand and make your company a prime consideration for graduates and mid-career changes. Training also makes a company more attractive to potential new recruits who seek to improve their skills and the opportunities associated with those new skills.
- B-BBEE preferential procurement – For many suppliers of goods and services in South Africa, the government and other organs of state represent an important aspect of their business survival. Through the trickledown effect of doing business with a public sector entity, the business imperative of a favourable BEE status is driven to virtually every business operation in South Africa. It is through preferential procurement that BEE leverages off government’s spending power and makes it more likely to have a positive effect on incorporating previously disadvantaged individuals into the mainstream economy.
- Training alignment with industry requirements – Training alignment is a process of prioritising the goals and missions of an organisation’s training activities around the business needs of the enterprise and ensuring that learning helps drive business results. Training alignment is a growing trend in business, one that often accompanies an enterprise-wide realignment of numerous departments around corporate business goals. As companies strive to meet increased global business challenges with greater focus on the bottom line, many are requiring their training departments to similarly refocus on serving their precise business needs.
- Empowerment – Employee empowerment is giving employees a certain degree of autonomy and responsibility for decision-making regarding their specific organisational tasks. It allows decisions to be made at the lower levels of an organisation where employees have a unique view of the issues and problems facing the organisation at a certain level. The essence of empowerment is maximising human potential, not simply delegating authority.
Training of any kind can be relevant to the work or responsibilities of the individual and can be delivered by any appropriate method.