Most people mistakenly believe that you always need a college degree to make it ahead in life. But, many employers are now using on-the-job training to bring employees up to speed and teach them valuable work-related skills. Here’s why this approach might work out well in your company.
On The Job Training Increases Productivity
On the job training does more than teach new skills. It helps improve productivity. It’s near-impossible for an employee to learn everything they need to know in college. When an employer provides on-the-job training, employees learn employer-specific skills which will directly influence their performance at work and Fil.
As a result, the employees can make better decisions and are more efficacious in their job.
This is the most direct benefit of on-the-job training, and it’s one that employers need to be more cognizant of, because ongoing training is sometimes thought of as a cost, not an investment.
It’s true: some types of training do not directly add to the bottom line. For example, team-building exercises, and communication courses, may not increase sales, but they will help make the company’s customer service department run more smoothly.
It will also improve communication between departments. This, in turn, will improve everyone’s workflow, and that does improve profits.
There’s An Immediate Payback
By providing training in-house, employers also get an immediate return on investment. For example, companies, like simplilearn, provide simple and practical learning modules, like Scrum certification, which helps employees immediately change how they perform at work.
Those types of courses, in turn, have a direct impact on what the employee is able to do for the employer. Does your company need an architecture expert? Does your employer need a specific coding language to complete the next project?
In-house training gives the employee the information and skill-set to move those projects forward, immediately.
Employees Get More Satisfaction from On The Job Training
When employees are educated, and receive relevant training, they feel appreciated. That appreciation becomes improved morale.
We all know that high turnover costs a company money. When employers invest in their employees’ training, they help the employee feel invested and connected to the organization. Most people want to learn new things. It’s human nature.
And, most people want to feel like their employer likes and values them. At the same time, they want to advance in their careers. When employers ignore aspiring employees, they lose them. But, when they back them with training and education, an amazing thing happens:
Employee knowledge gaps are filled, a mechanism for rewarding employees gets subtly instituted in the organization, and employees are motivated to become high-achievers.
The focus of all continuing education should be team-building, personal development, and culture-building, along with job-specific skill development.
On The Jobe Training Builds A Learning Culture
A learning culture at your organization helps set expectations about the job, what’s expected of the employee, and what’s expected of the employer.
To ensure employee success, for example, employers need to have a specific plan for growth and advancement within the company. On-the-job training and education sets up a culture of learning within your organization, wether in Tasmania or Oakville Ontario.
And, it shouldn’t be a one-off training session either. Training should be ongoing to encourage employees to become more valuable assets to your organization.
They should be encouraged to apply new ideas and skills to their job and to the organization. They should feel like they can share new ideas without the threat of reprisals, even when those ideas aren’t generated by, or consistent with, management.
The latter is generally unheard of in business.
When upper, or even middle, management is challenged by a rank and file employee, there’s usually backlash.
But, at the end of the day, it’s the employees that are the greatest assets. Managers drive the company forward based on their experience and skill at the job. But, employees are the ones responsible for the “boots-on-the-ground” work that gets done within the organization.
Fostering an environment where they can learn and grow creates a dynamic company, not one where management should feel threatened.
Picture a company where the new hire is encouraged to grow. Within 5 years, he may hold a senior position within his department. Then, he moves up to middle management. By this time, more new hires have been brought on because the previous new hires have added value to the company and helped grow its profits – all because of an applied culture of learning and growth.
The cycle continues, and allows the company to continue on long after the original founder is gone.