Skip to main content

LEARNING & DEVELOPMENT

LEARNING &
DEVELOPMENT


What You Need To Know

Learning and development offer many benefits to your employees and to your business such as 1) increased productivity; 2) up-to-date skills; 3) improved job performance; 4) improved morale, and 5) decreased safety-related accidents.  Deciding what approach to take to train your employees can depend on several factors. These factors may include the type and complexity of skills or knowledge needed, the amount of funds available for training, the timing of training, and the learning readiness of the employee.

Why You Need To Know

For a highly productive workforce, you should consider investing in the ongoing development of your workers. The introduction of new technology, regulatory changes, and process improvements may indicate that training is needed. Performance issues may also be resolved through proper training.

New employees, or those newly promoted, may benefit from training as they transition into their new role. You may also want to consider cross-training existing employees so that they can cover for someone in another area. Investing in learning and development is one of the factors that leads to increased employee retention.

What You Need To Do

Review the priorities of your company, examine the current skillset of your employees, and understand the future skills demands of your industry, business, or an occupation.  A typically company training budget should range between at least 1-2% of a company’s total payroll.  Questions to consider to help determine if training is needed:

  • Will there be any changes in the way we are doing business?
  • Who will these changes affect?
  • What will staff need to know in order to do their jobs well?
  • What is the most effective way that staff in our business learn?
  • What is the best way to get this training to staff?
  • Do we have any other training needs?
  • What types of training are available to meet these needs?
  • Which types are the most cost effective?

Consult a local HR professional on cost-effective ways to access training for your employees.

Walk the talk. Demonstrate and communicate the value of continuous learning.

Keep records of staff training. This is required for any training needed to comply with government legislation such as occupational health and safety.

Evaluate the effectiveness of training.

Make continuous learning a part of your company culture.

Comments

Post a Comment

Popular posts from this blog

HRM COURSES

·          Conflict Management and Crisis Management ·          Course name Employee Relations Management ·          Course name Organizational Development and Change management ·          Course name Performance Management and Career Management ·          Course name Strategic Compensation ·          Course name Strategic HRM ·          Course name Training & Development ·          Course name Work force Diversity  
Post a Comment
Read more

Textile Jobs

 A leading knits company is hiring Suitable Candidate for the following positions. 1. Manager Marketing (Male) Experience: 6-8 years in knits division Qualification: MBA Marketing. 2. Senior Merchandiser (Male) Experience: 4-5 years of knits garments. Qualification: B.E (I.E)/Textile Engineering or MBA Marketing. 3. Manager - Quality Control. (Male) Experience: 4-5 years of knits garments. Qualification: Graduate 4. Finishing In-charge (Male) Experience: 4-5 years in knits garments. 5. Sample man (Male) Experience: 4-5 years in knits sample departs. Location: S.I.T.E. Karachi Interested and eligible candidates are encouraged to apply by emailing their resumes at ismail.humaira@rehanusmanfabrics.com Kindly mention position in the subject Candidates from diverse background are encouraged to apply. Good Luck!
Post a Comment
Read more

MANAGING THE WORKPLACE WORK-LIFE BALANCE

MANAGING THE WORKPLACE WORK-LIFE BALANCE What You Need To Know Work-life balance is the ability of employees to balance the needs of their work with other needs in their lives. It does not mean dividing an employee’s time in half between their home and professional lives. What may work for one employee may not work for another due to differences in work, home lives, interests, stress. etc. Some indicators of a problem in the workplace are: High staff turnover or inability to keep staff Increased sick or unpaid leave Increased stress symptoms among staff Moodiness Memory problems Nervous habits Low productivity Sense of depression Need to re-evaluate existing staff benefits Increased personal calls at work Why You Need To Know The annual financial loss from employees trying to balance work and family obligations is estimated at $2.7 billion in Canada. This estimate includes lost time due to stress, medical leave, dealing with dependents, and other family responsibilities. What You Need ...
Post a Comment
Read more