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