Research has shown that one of the most important things people look for in a job is training and development. That’s right; not money, not flexible working hours but training and development.
According to the 2018 LinkedIn Workplace Learning report, 94% of employees said they would stay at a company longer if it invested in their career development.
It may come as a surprise but this is especially true for the young generation and millennials. As Gallup’s latest report shows, 87 percent of millennials rate professional or career growth and development opportunities as important to them as opposed to 69 percent of non-millennials who say the same.
This means that millennials are more likely to decline a job offer if it doesn’t come with an opportunity to train and develop as professionals.
Perhaps this has much to do with the fact that they prefer to invest in their long-term success rather than making ends meet or staying in a stagnant dead-end job.
But what do we really know about employee training and development? And most importantly, what companies need to know about it?
This article aims to shed some light on it, explaining what it is and what it covers.
Table of Contents
Table of contents
What is Employee Training & Development?
Why is Employee Training Important?
- What is the Employee Training Cost in 2021?
6 Employee Training Programs
The 4 Essential Employee Training Tools
Employee Training Tips for Smart Companies
- 4 Employee Training Examples to Know
Frequently Asked Questions (FAQs)
What is Employee Training & Development? (Definition)
Employee Training Definition: Employee training and development refers to the process and the activities that companies carry out to help employees attain new skills and knowledge they need to increase their job performance, invest in their professional development and realize their potential.
In this concept, ‘training’ alone refers to the activities that take place to enforce employees’ performance at work and become better in their jobs. The term ‘development’ comes to add a different dimension to it, enabling them to attain knowledge that stays with them for a longer period of time and allows them to advance.
Why is Employee Training Important?
While it’s easy to disregard training altogether, it still remains one of the most essential initiatives businesses take and should continue doing so.
The benefits of training are many, and amongst them are the following:
Training does not only boost productivity, engagement, and job performance but also promotes inclusion, improves morale, and employee motivation. As a result, it helps to cultivate job satisfaction and retention.
When training is practiced and applied in the right way, it gives the company a sense of direction. At the same time, it revalues old and establishes new business goals, giving employees a defining purpose.
On top of that, effective training that is provided through a well-thought-out training and development program and works towards a training goal can help minimize turnover and hiring costs, while maximizing profits. This way, it helps the company become stronger, healthier, providing it with more opportunities for growth and expansion.
What is the Employee Training Cost in 2021?
Training employees is a rather big investment for any company, however, considering the benefits it comes with, it is worth the money and the time you need to invest in it.
Every company is different and taking into account its size and number of employees working for them, training expenditures tend to vary.
According to the 2018 Training Industry Report, which is the most recent research we have on job training, the average training expenditures for large companies were $19.7 million. For medium-sized companies $2.1 million and for small companies $355,721.
Research also showed that this accounts for $1,046 per employee in large organizations, $858 per employee in medium-sized companies, and $1,096 for small companies.
At the same time, the average training expenditure per employee for all companies was $986.
To effectively measure training expenditure you need to think about what methodologies and what types of training programs you choose to employ.
6 Employee Training Programs
There are many types of training programs available that serve different aims and objectives. Which one(s) you choose to use for your company will depend heavily on your business needs and priorities.
Here are a few examples of training programs you can embed in your own training strategy:
Orientation training refers to the training session that new employees are required to complete to get essential information about the employer. It is delivered to help new hires adjust to the new working environment upon their first introductory week on the job.
This type of training is administered by human resources and may cover becoming familiar with the company mission, core values and goal, getting to know the organizational culture, meeting other employees or completing mandatory new-hire paperwork.
Onboarding is a series of training sessions that enable employees to become successful in their roles within the shortest amount of time. Onboarding training is designed by the department leaders and aims to educate employees on the objectives of the department and the company as a whole.
Through this type of training, employees learn how to get easy access to information that improve the knowledge and skills they need to carry out their jobs effectively and achieve productivity.
Technical Skills Development
Technical skills development training is the training that aims to help employees improve their technical or else ‘hard’ skills that are directly related to a job task and require specific knowledge to carry it out. Examples include coding, programming, ghostwriting, amongst other skills.
Technical skills training is essential because it ensures that employees invest in their professional development and are up to date with the latest trends regarding their industry.
Soft Skills Development
Soft skills development training describes the type of training that helps employees develop interpersonal or ‘people’ skills. These are personal attributes that include communication, negotiation, teamwork, critical thinking, time management, decision making or problem solving.
While such skills are harder to define and evaluate, they are equally important to technical skills. Soft skills are essential for growth and development and they assist in the creation of a cooperative and inclusive organizational culture.
With a tuition reimbursement program, a company agrees to offer financial help to employees to further their studies. Such programs invest in the professional development of employees and encourage employee retention.
The skills and knowledge employees learn from continuing studies, completing an online course, getting a more advanced degree, or attending conferences, are used to implement their overall performance on the job.
Mandatory training is the type of training that is regarded as essential for the safety of employees and the effective practice of a profession. It is complied with rules and regulations that employees need to become familiar with to help minimize risks associated within a professional field.
For most companies mandatory training takes the form of compliance training, but its contents vary across industries.
The 4 Essential Employee Training Tools
Training employees requires the appropriate employee training software and tools to make it happen. To create an efficient and successful training and development program you need to consider using the following:
A Learning Management System (LMS)
An LMS can help you organize your training material effectively as you can use it to plan, manage and deliver elearning content. It also helps to distribute course content or training resources for different training and development programs.
LearnWorlds offers an elearning platform that covers all of LMS features and so much more. With our platform you can create courses and unique learning experiences from scratch so that it suits your employees training needs.
For more information on what an LMS is click here.
Video Training Tools
Most training resources that are delivered online are visual, containing videos. A reason why this happens is because videos facilitate thinking problem-solving while increasing a learner’s engagement.
If you are creating training videos, make sure you look for video production tools that can help you do so. To save you from the trouble, we have already created a list of the best training video software available.
Presentation Creation Tools
Apart from videos, written information and text are also important and need to be part of your training material. Creating engaging content is easy as long as you have the right tools to begin with.
Remote Training Tools
Communicating with the team becomes difficult when your employees are not based in the office and you offer them remote training. But then again, there are many remote training tools that can help you out. You can consider using a virtual phone system for seamless training & communication over phone call. Or you can opt for other communication tools like Skype, Slack, Zoom, Google Hangouts and Google Docs to name a few can help you stay connected with your employees throughout the training process.
Employee Training Tips for Smart Companies
Every smart company needs to follow a thorough plan that explains how you will deliver training and when. As part of a larger training and development strategy, you will need to become aware of the following:
Identify the training needs
First off you have to think about what you want employees to learn. To do this, revise your current training practices and try to identify any gaps. Start by pinpointing down what type of training will be beneficial to the team of employees, a specific department and to the company as a whole.
It might help to ask yourself the following questions:
All of these questions can help you discover what’s missing from your training and development strategy so that you can make the necessary changes to your training program. If you must, bring management on board and consult with them. Also, consider using ADDIE – an instructional design method for analyzing gaps to organize your course content and figure out what you should concentrate your efforts on.
Decide on training methods
Once you decide what training you need to offer to your employees, it’s time to decide how you are going to deliver it. While most companies start with on-site or face-to-face training, soon they realize that it costs much and doesn’t offer the same benefits as online training which is easily scalable, measurable and accessible to all workers – remote and non-remote workers.
For better efficiency, consider using a blended learning approach that includes both offline and online teaching and assessment methods. This gives you more options to choose from and offers the kind of flexibility your employees expect.
For example you can try conducting online webinars and delivering classroom based training while having employees to complete online examinations on an LMS.
Develop a learning culture
It’s up to you to decide how thorough your training and development strategy is going to be. Once you agree to offering training to your employees it is important to invest in a company culture that promotes learning and it’s willing to provide them with the best career development resources available.
To add to this, you can have a mentorship program running to help employees discuss their skills development, their concerns and their individual goals and expectations within the company.
Follow a Training Schedule
Once you finalize what training you will offer to your employees, set a schedule for it. Keeping the workload and deadline schedule in mind is also important since it affects the availability in remote working.
If the entire training module is based on remote learning, consider making it easier for your team. Because in remote working, employees are more likely to have many unscheduled activities.
So, launching the training program without a schedule has the potential of creating chaos and extra stress for your employee, which can lead to disturbance in their sleep cycle and reduce productivity.
Monitor employee training progress through direct employee feedback, surveys and assessment reporting. Every step of the way, figure out what is working or not and measure your results against the training goals you have set for the company. Doing so should help you see if the training has any impact on the employee performance and company growth.
4 Employee Training Examples to Know
Every company has the option to choose which training program they would like to implement. The same way, they need to decide which training method works best for them and the needs of their employees.
To make it easier, here are some of the most popular ones:
Instructor-led classroom training
Instructor-led classroom training is the most widely used method in training programs. As the name implies, this setting requires a training manager delivering a lecture-style presentation with the aid of PowerPoint in front of a group of employees. The training session happens in real time on a specific time and can last from an hour to several days.
While most instructor-led training sessions are carried out via the traditional classroom or workshops, many companies choose to conduct webinars to allow remote workers to join them.
Online learning is used by the majority of employers who want to follow a modern training plan. Online training is delivered through a computer-based program or an app either in the form of online courses, videos, written material (PDFs) or other type of online training content.
What’s great about online learning is that it is easily accessible and gives the flexibility to employees to learn at their own pace. It’s also scalable which makes it easier for organizations with a big number of employees to administer training.
Online learning is so cost-effective that many organizations exclusively choose to set up an online corporate training program as the only way to train their employees.
On-the-job training allows employees to have a hands-on approach on learning. It’s a type of training that teaches them how to carry out a certain task or activity. This is the most preferred method of training for employees because it offers active participation, a sense of power and helps to improve information retention.
Videos are an excellent standalone method of training. Through video, people are able to learn better and faster since it offers a more interactive form of learning as opposed to a PowerPoint or other written material.
When using videos, you need to consider what instructional style you prefer them to have. For example, there is animation, narration, live demonstration or screencasting etc. Think about which way your employees learn better and implement that in your strategy.
As you can see, each training method meets a different training goal and accommodates different trends of workplace skills, either targeting the attainment and development of technical skills or soft skills or both.
Thus the adoption of any of these training practices should be made in line not only with the needs of the company but also the future workplace trends, industry regulations and the skill requirements employees need to acquire.
Now Over to You
Training and development programs are important to every organization regardless of the industry they are in.
While taking into consideration all the benefits it offers to the company as a whole, it is easy to understand that investing in training is one critical decision that management is expected to make to achieve growth and success.
So, choose the type of training that works best for you and your employees and put in the reasonable amount of both money and time to make it happen. Good luck!
Get started with LearnWorlds today with the 30-day trial and check out for yourself what it can do to improve the training you offer to your employees.
Frequently Asked Questions (FAQs)
In regards to training and development, there are a lot of misconceptions that are worth looking more into. If you have any questions related to the subject, then most likely you are going to get them answered through the FAQs we have prepared for you.
Q1. How long should employee training be?
The duration of training depends on the type of training an employee is undertaking. Some types of training require a few days of training while others take up weeks.
On average though, it lasts from 1 to 2 years to train an employee and ensure that they are a good fit in your company and productive in their role.
Q2. How to track employee training progress?
The best way to track employee training progress is paying attention to important metrics like completion rates, completion progress, and assessment scores. Such information can be obtained from the use of an LMS, an employee training tracking software, or through an Excel spreadsheet that allows you to log information manually.
Q3. How training can improve employee performance?
Through training, employees can equip themselves with important knowledge and skills related to the job at hand. They can learn how to do certain tasks and activities in a more efficient, quick and effective way thus improving their work performance. Improving employee performance means minimal supervision and increased productivity.
Q4. Who is responsible for training employees?
Training employees is the responsibility of the organization. The management team along with the HR personnel decide what training is needed, when should it be delivered and how. To find out when training is necessary, they carry out periodic evaluations on the learning needs of the employees linking these to the overall goals of the organization.
Q5. Can an employee refuse to do training?
Employees can refuse to do training but they will have to be willing to accept the consequences of their actions which may lead to termination.
Once they accept employment at a company, the employer expects employees to agree to all the reasonable and legal tasks requested of them. If the training is mandatory or required to make an employee qualified to carry out the job or is part of continuous professional development – CPD, they have no reason to refuse.
Q6. Does employee training reduce turnover?
Yes. Training improves the morale of employees and makes them feel more valued. At the same time it increases job satisfaction, motivation and enhances the sense of commitment to the company reducing the rate of turnover within a company.
Q7. How do you identify employee training needs?
Start by analyzing business goals and tasks performed by every department or individual. Measuring performance, gathering feedback from your employees, carrying out focus groups, and setting up a mentoring program are some of the methods you can use to identify any additional training or development needs.
Q8. How to keep track of employee training?
With an LMS or a training tracking software you can get automated tracking and reporting on employee training and gain access to important information regarding training completion (dates), employee engagement (times logged in), supervisor’s evaluations, assessment results (grades) and employee satisfaction with the training.
Q9. What are the objectives of employee training?
Employee training aims to do the following:
Q10. Why invest in employee training and development?
Investing in a training and development program can equip employees with the appropriate skills, experience and knowledge they need to carry out their job effectively. Trained and competent employees are then able to perform better and quicker providing more flexibility to the company to adjust to market changes.
Kyriaki is a Content Creator for the LearnWorlds team writing about marketing and e-learning, helping course creators on their journey to create, market, and sell their online courses. Equipped with a degree in Career Guidance, she has a strong background in education management and career success. In her free time, she gets crafty and musical.