Do you offer on-going training and development?: Benefits to the employer and individual

Following on from the launch of our Salary & Benefits Survey last week, we are expanding on some of the key issues raised in a series of weekly articles.

Firstly, a significant factor which can influence a candidate’s decision whether or not to stay with their current employer is the training and development opportunities offered. In the current candidate-driven market, the professional development opportunities that are on offer could be the make or break between accepting a role or deciding to stay put.

There are an array of benefits to offering training and development:

• Ofsted looks for evidence of training opportunities on their inspections, so it’s beneficial for the employer and its reputation as well as the individual.
• With the nature of the industry meaning that a lot of trainers and assessors work remotely, training sessions can help to unify a workforce and ensure that everyone is working towards the same aims and objectives.
• Personal development is key for an increasing number of candidates – as flexible working options and a healthy work-life balance become increasingly important, candidates are thinking about the benefits offered to them beyond the immediate job role.
• Continuous training and development can help ensure that a workforce is kept up to date with company procedures and aims so that everyone is singing from the same hymn sheet.

In order to implement an efficient training programme, a Training Needs Analysis (TNA) should be undertaken, looking at three tiers:

1. Corporate level – what is the company trying to achieve and what skill gaps exist to prevent it getting there?
2. Departmental level – what is the department trying to achieve and what skill gaps exist to prevent it getting there?
3. Individual level – what does the individual want to achieve? What gaps do they have in their level of skill which could prevent them from reaching their objectives? Where does the individual think they need to improve? Where does the manager feel they need to improve?

The training should be designed and delivered taking the above in mind. Off the peg training is often cheaper but doesn’t always meet the objectives. Training that has been designed specifically from a TNA will be more aligned to help your company meet corporate objectives and offer a feel-good factor to employees as they feel their needs have been catered too.

It’s easy to see why training is overlooked. One of the main reasons it doesn’t have a tangible effect is because it isn’t used back at the desk. People return from a training session and put the training material back in a desk never to see the light of day again. This means that behaviours don’t change and skills may not improve.

Making sure that training programmes are tailored will ensure that any training delivered is utilised and therefore an investment, not a cost – leading to a more content workforce.

Helen Wilson, Sales Director, GPRS Recruitment

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