Employers - Why Bother Training?
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learning courses in Sunderland and Wearside.
Myth: If you train them they will leave....
Reality: If
you train them they are more likely to stay
Investing in your employees to improve morale
Instead of spending
a money on costly outside consultants -- people
who will take their skill sets with them when the job is
completed -- you should spend your money on training your best
and brightest.
For example, suppose
you've made the decision to improve your company's productivity.
Before you pick up the phone to start buying in a specialist consulting
firm, consider investing in one or more of your existing staff
by teaching them time management skills which they can then share with
other co workers, maybe even yourself.
When your people see
that you are willing to make a commitment to them, then they
might return the favour.
It's a retention thing.
You may be concerned that you won't be able to keep the
expertise in-house once you've paid for it. You can keep your best
and brightest team members
from jumping ship for greener pastures by providing them with an
incentive to stay
around.
Debunking the myths
You should also be careful not to believe the myths surrounding
in-house vs. consultant strategies. Here are a few:
Myth #1: Your people will learn via training by observation
Don't be so naive to assume that your full-timers will
learn the new things by watching and working with the outside
contractors.
Sure, they'll
gain some
familiarity and learn a few new tricks. But learning is uneven
often incomplete.
Myth #2: If you train them, they will leave
A lot of managers push back on the idea of training
their employees out of fear that, as soon as the employees get
training under their
belts,
they'll leave the company for better jobs. If a company is willing
to train me in the latest version of a system used at work there
are likely to want to train me every time the system changes.
If
people
are eager to jump
ship after you pay for their training, it's not going to be for
greener pastures; it's going to be because there are other problems
that
need to be
addressed.
Myth #3: Train them, and they will expect a raise
This is a possibility. Some employees consider that
getting trained makes them more valuable employees, so
they deserve more money as soon as they finish training. It makes good
business sense to link in training with career advancement, using
the carrot of training with the reward of possible promotion
as and
when the time comes. After all, if your sales force is trained
how to sell, then wont the company reap the rewards with extra sales.
Training is expensive and I don't have the staff
Good quality training does cost in time and money. today's business
environment is tough and competitive, you may not have much
spare time and money to invest in employee training and development...so
how can you over come this.
Money to train
Training related to certain types of on the job training can often
be funded in full or in part by grant from government or local programmes.
Staff to do the training
It may be possible to use external training companies who can offer
proper qualified trainers in many areas of business. These trainers
will work with your employees to measure and assess a pre determined
training programme. These programmes will often lead the the employee
achieving a recognised qualification such as an NVQ award, not to
mention the new skills which the company will gain.
Business Link
Funding for Development Training
Business Link Tyne and Wear can provide
financial assistance for businesses undergoing
management development training.
Who is Eligible to Apply?
SME's based in Tyne and Wear who can show an organisational need for management
development training linked to a business objective or action plan. The training
should look to improve the internal business processes.
Training can last for a maximum of one year.
The following types of training may be acceptable for support:
- supervisory management skills
- management development
- business planning
- strategic planning
- ICT development
- financial management
- environmental management
- quality management and HR management
Other forms of management training may be considered.
Training that is required by law is excluded. This includes health and safety
risk assessment /auditing training. Training for a member of staff to gain an
MBA is also excluded.
Details
Business
Link Tyne and Wear will contribute up to 50% of the eligible project costs.
The minimum level of assistance is £200 (as a percentage of the total
eligible
project costs).
For further information, please contact
Business Link Tyne and Wear on 0191 5166767
 
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