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Everything You Need To Know About Conducting a Training Needs Analysis

“Tell me, and I forget, teach me, and I may remember, involve me, and I learn”
– Benjamin Franklin

In the modern corporate world, the importance of a training needs analysis is an often overlooked area. The consequences of such an oversight lead to less efficiency in the workforce, under-motivated employees and high turnover in an organisation. 

Therefore, we at Exena Hub want to stress the importance of conducting a training needs analysis and provide you with some vital steps to conduct an effective assessment in the workplace.

According to Edgepoint Learning, a training needs analysis is when one takes a bird’s eye view of a company’s overall goals before breaking it into the specific training needs. 

“Training needs” in this statement is the difference between the desired capability and a specific employee’s current capability in an organisation.

Therefore, conducting such an assessment is essential to develop effective training material and make the best use of the workplace’s production time. 

We like to point out here that there are different types, methodologies, and different occasions in which a training needs analysis is done at an organisation.

Conducting a training need analysis is essential to develop effective training material and make the best use of the workplace’s production time.

Types of Training Needs Analyses

1. Knowledge

Knowledge analysis is especially important when the company hires new graduates who are fresh out of college and will need the necessary grooming to integrate seamlessly and cope with the work. 

Therefore, employers need to know if employees have the proper enthusiasm to absorb the knowledge and energy to be resilient in the workplace. 

This also means ensuring that employees understand regulations and compliance issues, procedures and best practices and are kept abreast with the latest knowledge.

A knowledge analysis is especially important when the company hires new graduates.

2. Skills

Over time an employee can apply proper knowledge to the work they perform. However, having adequate knowledge alone isn’t enough. To be highly efficient, an employee should have a range of skills to perform these tasks. 

As much as an employee gains explicit knowledge from books, it is essential to have tacit knowledge only gathered through experience. 

Tacit knowledge helps employees perform better in an organisation. All these traditional skills must go hand in hand with digital skills and technology. 

“Skills” cover soft skills such as intercommunication, negotiations and interpersonal skills, which can be read in-depth in our article “Why Soft Skills are Essential in a Workplace.”

3. Abilities

In the workplace, performing a task is essential—especially when resolving conflicts, working under pressure and mitigating risks. To an employer, understanding your staff’s abilities is crucial, particularly during pandemic situations, which helps employees shape their minds to tackle crises at any given time. 

These abilities help employees achieve their targets on time. Furthermore, abilities help employees be more independent and empower them to invest in their careers to be more productive and contribute better to their overall aims. 

Thus, employees shift from being reactive to proactive at their workplace, which is a great asset overall.

Employers can conduct one-to-one interviews to get first-hand feedback from employees.

Training Needs Analysis Tools 

While employers conduct training, they also need to ensure they collect the correct information, so training is done correctly.  

This information can be gathered through questionnaires that allow the employee to answer a series of questions and rate the questions asked. Another method is observing ongoing operations and day to day work in a specific department that requires training. This method allows the trainer to help identify the gaps. 

Employers can also have one-to-one interviews to get first-hand feedback from employees. Examining work and grading employees during job performance appraisals can help identify employees’ training gaps to climb the organisation’s leadership pipeline. 

Conducting assessments quarterly, biannually, and annually is vital to see that the organisation is on the right path and the employees are geared in the right direction. 

Finally, a competitive analysis can be conducted to benchmark the organisation against others in the industry and to understand how well it can adapt and keep up with the demands to thrive in that industry.

 Looming Concerns

Many changes since the covid19 pandemic have forced organisations to switch to work-from-home operations due to health and safety issues. A study shows that 52% of employees have fatigue as a result of working from home. 

This fatigue is a looming concern for organisations and trainers to step up the game and factor in this crucial new adjustment to the “new normal” in their training needs analysis. This is also part of the upskilling process, which companies need to focus on so that their employees are better trained to work from new environments regardless of the time of the day. Read more in the article “Upskilling For a Wealthier You“. 

Benefits of Training Need Analysis 

Below are the five main benefits of conducting a training needs analysis for your organisation:

  1. Identifying the knowledge gaps before it becomes an issue.
  2. Helps the trainer plan training programs for the upcoming year.
  3. Helps to identify training that may not have been considered necessary before.
  4. Helps to focus on the proper training and suitable candidates for training.
  5. To help prioritise the training needs in the organisation.

The Impact of A Training Needs Analysis

  1. Reduction in turnover and saving on recruitment cost.
  2. Better skilled employees with more efficiency and fewer errors.
  3. Less breach of legislative requirements.
  4. Highly motivated and sustainable staff
  5.  Increase in quality deliverance of service, increasing the organisation’s reputation.

A training needs analysis helps develop highly motivated and sustainable staff.

Exena’s very own method to assess the workplace’s training needs analysis:

Step 1: 

Asking the right questions

The most crucial element is finding the target audience. Is this for managers in a particular department or new employees just recruited? Then it is about identifying the critical tasks which the employees need to perform. Next, ascertain if any training needs to be given beforehand as a prerequisite to the current training. 
Step 2: 

Segregating needs and objectives

Identify the needs and objectives of the upcoming training. Each department may have performance gaps. Making sure the planned training fits the gaps is crucial. 

For example, if the training is on emotional intelligence, upskilling their technology skills is not the best way forward. In this case, it is essential to identify if this training needs to be done individually or on an overall organisation level. Especially remote work training is something that needs to be done on an organisation level. 

Next, it is vital to identify the suitable methodology to communicate the needs and objectives through surveys, questionnaires and interviews.  

Step 3: 

Analyse the findings and devise a training programme

Once the information is gathered, the trainer can observe the organisation’s overall needs and tailor-make the training to fit the individual or organisation. The purpose of the training program is to have an adequate amount of training done to ensure that it impacts the organisation.
Step 4: 

Execute the training programme

Next is to get the ball rolling. This means creating a robust schedule that includes dates, timings, venues, and a detailed itinerary to ensure that the employees know well in advance what they are in for and prepare accordingly. Sourcing the right trainer for the program, budgeting and preparing to collaborate with the trainer before the training day.
Step 5: 

Taking measurement

Finally, conducting such training provides valuable information and feedback that help constructively gather crucial information such as job satisfaction level, skill level, and experience in various other quantitative and qualitative measurements. These outcomes help ensure that the employee is on the correct path and help move onto the different phase of conducting a post-training review.

We hope this document has convinced you that conducting a training needs analysis is vital to the organisation’s survival. Remember that a well-trained employee is an asset and their contribution as a skilled employee goes a long way towards the organisation’s success.

You can now do your own training needs analysis. Simply download the document on the next page as a word or Google doc file and fill these sections up to do your very own training needs analysis. 

References:

5 Reasons why Businesses Should Invest in Continuous Learning for their Employees

“Anyone who stops learning is old, whether at twenty or eighty. Anyone who keeps learning stays young. The greatest thing in life is to keep your mind young.” – Henry Ford

The world is an ever-changing, dynamic place. We need to continuously learn new things, improving our knowledge to stay ahead of the competition.

We have spoken about the numerous benefits of upskilling before, which we at Exena genuinely believe. Not only does it help the individual greatly, but it also has immense benefits for the business. While it helps individuals keep up with new advancements, having a skilled workforce keeps your business ahead of the competition. 

Sticking to the tried and tested methods will only get you so far. More likely, it will leave you behind the rest of the competition. Instead, adopting a growth mindset of continuous learning and improvement will take your business on a more successful trajectory. 

Moreover, continuous learning is crucial for companies in the hyper-growth phase or want to achieve this level of growth. 

What is continuous learning?

Before we go into the specifics on why businesses need to invest in continuous learning, let’s understand what exactly it is. 

Continuous learning gives your employees a chance to continue their education while they work. From a human resources standpoint, it is a tool for professional development in an ever-changing competitive market based on lifelong learning. 

Why should your employees continue to study, though? Because the companies that make it to the top are the ones that aren’t satisfied with the status quo. Instead, they have their eye on new and innovative trends. 

The inconvenient truth is that the shelf life of professional skills is between 18 months to two years, making it imperative for continuous learning to stay relevant in the highly competitive market. 

Let’s dive deeper into this topic and understand a few more critical reasons companies should invest in continuous growth for their employees.

5 critical reasons to invest in continuous growth for your employees:

1. It upskills your employees

The fundamental reason that continuous learning is worth investing in is that it improves the overall skill level of your employees, which will significantly benefit your company. 

It increases the quality of staff’s skill set. It creates a pool of capable workers that you can promote. It also clearly highlights your and your employee’s strengths and weaknesses, which you can use to make educated decisions for the company. 

There will always be an ever-evolving demand for skilled workers that rise with the company’s expansion. The typical way to handle this is to hire externally. However, a more cost-effective way is to build and nurture your employees through continuous learning so that they can fill that skill gap. 

2. You gain a competitive advantage

“Your ability to learn faster than your competition is your only sustainable competitive advantage,” – Arie de Gues in his book, The Living Company. 

This quote is not just accurate for individuals but also for companies. In the highly competitive and fast-moving landscape, you need any edge you can get. One component that makes most leading companies successful is their continuous learning policies. 

A great example is Google, where learning is a fundamental right for all regardless of role, tenure or level. It is also enforced on a company-wide level and not just left to the Human Resources or Learning and Development teams to handle. 

Studies show that companies that invest in continuous employee training benefit from having 50% higher net sales per employee. It also leads to faster time to market, improved response to customer needs, and increased anticipation of what the market needs. 

3. It creates a great work culture

Having a continuous learning culture builds loyalty. When you invest in your employees, they are more likely to stick around. Since it benefits your employees, your company will have a competitive advantage in attracting the best employees. 

It also improves your reputation, which will help you attract good employees. When you offer training, conferences to attend, and other continuous learning opportunities, you attract employees who want to better themselves. This employee is precisely the type you want to hire. 

Continuous learning helps improve the company culture. Having a good company culture is especially important right now when remote working is commonplace. Negative attitudes and slow work habits that are detrimental to company efficiency and culture are mitigated by employee development. It also keeps employees engaged at work and reduces boredom. 

Some wildly successful companies believe in the value of continuous learning so much that they set aside a day every month for learning. Try introducing “Friday Learning Day” and see your employee engagement and office culture improve! 

4. It improves mental health

There is no question about how covid has negatively impacted mental health. Singaporeans have stated that they’re always “on” during the pandemic since they cannot separate work from life. Tied with Britain, in a study, 48% of Singaporeans stated that they were unhappy in their jobs and wouldn’t recommend their companies to others. 

As a result, 13 % of over 1,000 participants in a study detailed having anxiety or depression during the pandemic. 

It is a fact that learning can help improve your mental health. It is associated with a reduction of depression, anxiety and loneliness. Now than ever, it is crucial to focus on areas we can control rather than fretting about what we cannot control. 

5. Finally, time is of the essence!

While covid is around, things are slower than before. We now have more time than usual. It is the perfect time to learn and upskill. As the situation improves, there will be a demand for companies to bounce back. The skills you learn during this time will become powerful in the future. 

Due to covid, digital and remote learning has become the norm. There are many different options to choose from, such as web-based learning, distant learning, mobile learning and much more. The advantage that these provide is that they allow employees to learn at their own pace. This on-demand model makes the learning process easier and accessible to everyone. 

Singapore subsidises continuous learning, giving an allowance to spend. Currently, Singaporean Citizens 35 and over, making less than SG$ 2,000 a month, get 95% of continuous learning subsidised. While Singapore Citizens and Permanent Residents over the age of 21 get 90% on selected courses. 

Keep in mind that these subsidies reduce to 70% after December, so don’t miss this opportunity!

“Learning is not attained by chance; it must be sought for with ardour and attended to with diligence.” – Abigail Adams, Former First Lady of the United States. 

In conclusion, learning is something that needs to be prioritised and chased after. Walk onto the path of continuous learning, and you will never want to look back! 

We are here to help

If you’re looking for courses to upskill your employees, look no further. Exena is a learning hub that has its roots in social enterprise. We hugely advocate how better skill sets can impact a person’s life and help them escape the daily rat race. 

We offer individual and corporate training courses and have courses in communication, digital marketing, initiate and enterprising behaviours, leadership and people management, and so much more. 

References:

  • https://www.youtube.com/watch?v=efmTIoIvnUUhttps://www.inc.com/chad-halvorson/5-reasons-you-should-be-investing-in-employee-development.html
  • https://www.planview.com/resources/articles/lkdc-importance-continuous-improvement/
  • https://www.hurix.com/continuous-learning-opportunities/
  • https://asia.nikkei.com/Spotlight/Coronavirus/Singapore-s-stressed-workers-highlight-COVID-mental-health-strain2
  • https://www.straitstimes.com/singapore/health/imh-study-points-to-likely-increase-in-mental-health-issues-in-spore-amid-covid-19
  • https://thriveglobal.com/stories/how-learning-and-working-help-improve-your-mental-health/
  • https://www.upskilled.edu.au/skillstalk/mental-health-benefits-learning-new-skill

Why Soft Skills are Essential in the Workplace, Especially in Asia

The onset of the fourth industrial revolution is upon us!

This revolution will see the emergence of broad themes such as supercomputers, intelligent robotics and self-driven cars. As we head into the future, soft skills in an individual are more important now than ever.

What are soft skills?

Soft skills are characteristics that range from common sense to interpersonal, social and communication skills, telling a lot about a person’s character.

These skills are also essential for relationship building, which are quite strikingly lacking in the workplace nowadays.

With many foreign workers in Asia and the rise in IT jobs, soft skill development is more critical than ever before.

As much as employers can find people with the right hard skills, it is often difficult to find people with the right soft skills. As globalisation increases, soft skills help transcend language and culture barriers. One then learns to empathise and understand their colleagues and customers better.

Importance of soft skills from an Asian perspective

Traditionally the Asian workplace has always had a bureaucratic hierarchy structure with power being at the top and getting lesser to the bottom.

The strong survive. The weak perish.

However, Asian culture also favours labour rights over the west’s predominant “hire and fire” culture. Given the level of respect, empathy and traditions surrounding the power imbalance, honing soft skills are fundamental in this transitional era.

One of Deloitte‘s most pressing statistics is that 78% of the employers in Southeast Asia see the development of soft skills as an important one. Still, only 23% feel the need to address it.

Hence there is a severe gap in the business place, particularly in the Asian workplace concerning soft skill development.

A study carried out by Skill Report shows an increase in globalisation, digitisation and industries amalgamating into one giant conglomerate. Employees are now having to rely more on their soft skills than the traditionally necessary hard skills to survive in the workplace.

Some of the most sought after soft skills in the workplace are problem-solving skills and people management. This is because hard skills can be trained over time and soft skills are difficult to master. Furthermore, upper management needs to be actively involved in skill training and development as well.

CEOs need to understand that to stay ahead of the competition. They need to keep their employees actively involved in making strategic decisions in the company.

The golden reasons to improve soft skills in the workplace

1. Improved critical thinking

As an employee, your hard skills will help you get the job done. However, to think creatively and make informed decisions, it is vital to be a critical thinker.

For this, you should have an innate ability to formulate a robust solution and device alternative solutions. Employers look for individuals that excel in troubleshooting, think out of the box, are resourceful and are continuously willing to learn and debate constructively on a given problem.

Critical thinking is also a stepping stone for innovative thinking and design, helping the individual stand out amongst others in the workplace.

2. Enhanced problem-solving skills

A workplace is never short of problems. It is part and parcel of a progressive environment. Being a problem solver without spending more resources is a good quality for an employee to have.

In fact, better and swifter decisions made in the ground level means the employee’s competency is high even at that level. An intuitive thinker irrespective of whether they have more implicit or explicit knowledge will make the right decision at the right time.

A problem solver is also someone who is highly emotionally intelligent. They help collaborate in work to find the best solution.

An employer looks for someone:

  • Capable of making an accurate and diplomatic decision
  • Is humble and patient enough to make difficult decisions
  • Is realistic and builds excellent synergy with the rest of the colleagues.
  • A good listener and has the right balance of influence and power to solve a problem within the organisation.

3. More dependable and flexible

A dependable employee is a trustworthy employee. Being reliable means, the organisation can look up to the individual as being responsible.

Especially if the stakes are high and involve sensitive financial and security issues, being dependable is a must.

A flexible employee is understanding and can fill in anyone’s shoes within the employee’s working capacity.

This means the employee can also work in interdepartmental activities and adapt to the unknown sooner than others. This also portrays to the employer that the individual is helpful, punctual and accountable in the way they conduct themselves and work.

4. Good interpersonal skills

Interpersonal skills focus mainly on the ability of the employee to communicate with one another in the organisation. Employers focus on employees who are compatible and have a pleasing personality.

They want someone who is self-driven, charismatic yet firm in their work ethics. It is crucial to be a good listener and have a keen eye on non-verbal elements such as body language, posture, facial expressions, and the ability to judge the intangible.

Having a good sense of understanding of the situation with increased listening also means empathising with the colleagues and encouraging them to do better. These qualities definitely help to climb the leadership ladder as well. A person with good interpersonal skills is sincere, has a good sense of humour, negotiates well, and can be sociable with everyone in the organisation.

5. Leadership enhancement due to soft skill development in a workplace

A Study done by Reality Works on soft skills in managers found that 44% of managers reported a lack of leadership qualities. This can hurt their reputation and relationship with other colleagues in the workplace. Hence, it is important to note these golden opportunities that will positively impact the workplace due to increased application of soft skills in the workplace.

6. Increase in productivity

When a leader remains unfocused and lacks the skills to manage time and people, it results in a lack of workplace productivity.

This can also lead to:

  • Undermotivated employees
  • Conflicts and misunderstandings in the workplace
  • Some employees being overworked, resulting in stress and burnouts.
  • The underutilised staff will become social loafers and get paid irrespective of if the work is done or not.

Social loafing is a common phenomenon in an Asian workplace. Therefore a leader with the right soft skill will now have a laser focus on the job. Consequently, everyone contributes to the best of their ability to the workplace. The outcome not only results in greater productivity but faster completion of work as well.

7. Better organisational culture

When leaders have the right soft skills, they can turn a toxic work environment to a warm and friendly one.

This also helps leaders build a unique persona and become charismatic leaders who can lead by example.

This helps subordinates remain motivated and look up to an inspiring leader. This, in turn, reduces the employee turnover in the company. As a result, an enhanced organisational culture also reflects professionalism and builds the company’s image.

8. Greater agility

In this extremely competitive world, leaders need to be swift in making the right decision. This means having the right gut feeling to make decisions based on superior data. For this, the leader must be a good communicator and a better intermediator.

What gets measured gets done. A leader who can remain focused and keep employees on their toes meets the team’s KPIs (Key Performance Indicators).

Soft skills also help make a company more agile and faster to respond to changing market conditions and customer requirements.

For example, proper communication will reduce confusion and help employees focus on what needs to be done.

9. Great teamwork

A leader with the right attitude and skills to handle a large group of people simultaneously will prioritise teamwork. By focusing on collaboration and empowering one another to do better, one can reach the desired outcomes and targets faster. This also helps solve problems more swiftly with better clarity. Like the great basketball player Michael Jordan says “Talent wins games, but teamwork and intelligence win championships.”

Hence leaders need to develop their emotional quotient over intelligence quotient.

Intelligence will get you the job. Emotional intelligence will help you sustain in the workplace.

Especially when climbing the corporate ladder, it is crucial to clearly identify and facilitate accordingly.

Exena Learning Hub and soft skill development

Like Charles Darwin, the great scientist mentioned: “It is not the strongest or most intelligent who will survive but those who can best manage change.”

At Exena Learning Hub, we understand the importance of soft skill development and the latest and best practices globally. Unlearning and relearning is a lifelong process, and Exena Learning Hub is committed to being your facilitator in that purposeful journey. With the right guidance and education for upskilling, you and your company can go a long way!

References:

Upskilling For A ‘Wealthier’ YOU

Being technically sound in one’s area of work is now an asset of the past. Being versatile in the ever-changing world helps employees survive in the workplace and keeps them resilient during turbulent times. 

On the other hand, employers need to give due respect to honing employees’ hard and soft skills and include upskilling of employees into their annual budget of training and development

This article will shed light on what is upskilling and the top 10 reasons to upskill in the workplace.

What is upskilling?

Upskilling transforms the employee to be a more competent, resilient and competitive version of themselves in the workplace. 

Therefore employers need to support the existing workforce to gain these valuable new skills to climb the corporate ladder and create a more robust workforce that has an edge on their performance and overall well being. An upskilled employee thus becomes an asset to the workplace. 

The primary motivation of upskilling is for the employer to identify the top performers in the workplace. Hence it helps to keep the workplace’s best talent. It increases productivity in the workplace and increases the bottom line of the company.

As a result, employee job satisfaction increases and reduces the turnover rate in the organisation. Therefore, upskilling is a good investment and shows employees that the company cares about their betterment. Ultimately, a skilled employee can provide better customer service, which will give rise to better results all round.

 

The Top Ten Reasons To Upskill

  • It develops leadership skills

 More often than not, managers worry about employees not taking up more challenging tasks in the workplace. As a result, lack of productivity, less risk-taking and low motivation within a team occurs. Upskilling helps the company to grow the employees to be better leaders to climb the corporate ladder. Resources invested in upskilling employees will not be seen as wasted when they are competent enough to forward the company.

 

  • It helps the company stay abreast of competitors

 One of the essential tasks that employees need to keep in mind daily is being relevant and vigilant to the industry’s new trends. Employees have to be sound and adopt the right attitude towards building an ‘edge’ over other companies. 

New software makes it to the market daily. New subjects such as business analytics, robotics and artificial intelligence are paving their way into the future. Hence employees need to make sure they continuously upskill to embrace the change in the workplace.

  • It helps employee become digitally savvy 

As stated by Oracle.com, the future is on the Internet of Things (IoT). Those who do not upskill themselves face repercussions of job loss and, even worse, getting left behind in a continuously progressive workplace. 

Given that mature employees now need to be digitally competent as Millenials, upskilling to adapt to various digital skills is paramount. While a business analyst traditionally doesn’t need to code, having decent background knowledge on the subject matter helps in the long run. Upskilling is essential in learning how to think, react proactively, and thrive in a digitally sustainable world in time to come.

 

  • Become an innovative asset to any company

Technology is not a naturally occurring substance found on earth. As we know it, the future is present because humans could visualise an idea and invent it for the betterment of all human beings. 

Fast-forward to recent times, presenting this invention to the market meant an insane amount of innovation took place. From landing a man on the moon to building hybrid vehicles somewhere along the way, someone thought differently. Employees with an innovative mindset have a bright future ahead of them. Companies tend to upskill these employees over those who rest on their laurels and are passive in their work ethic.

 

  • If can bring about financially stability

Providing upskilling opportunities to employees means the employer does not need to recruit new staff who may cost more. Furthermore, an upskilled employee will be more than happy with inhouse training and persevere towards more challenging, higher-paid jobs. Upskilling means gaining new knowledge and skills and also improved attitude and behaviour in the workplace.

PwC Network expects to invest around USD 3 billion in their workforce globally to keep them relevant and competent in their respective fields. A more qualified person can also demand higher pay, and upskilling gives employees an invaluable opportunity.

 

  • Improved communication

More often than not, employees tend to disengage with the employees and other colleagues at the workplace. Lack of communication can result in interdepartmental conflicts, frustration, and many other detrimental factors affecting the organisation’s employment level. Therefore effective communication upskilling is a vital factor. The employee’s understanding improves significantly and helps to survive and sustain in the workplace.

 

  • The missing piece – empathy

In this fast-paced world, one often misses out on the finer nuances in a workplace, such as emotional intelligence. Professional and technical intelligence gets you the job. Being more versatile in your soft skills will help you retain the position in the workplace. Therefore upskilling to understand how to walk in your colleague and customer’s shoes is vital in any organisation. Empathising not only enhance your professionalism at the workplace but also helps you synergise better with your team.

 

  • Developing better negotiation skills

Negotiations take place by shaking a deal with an iron fist but with a velvet touch. A lousy deal reflects poorly on the overall reputation of the company. To avoid this, employers need to ensure that necessary negotiation skills are to the employee. A skilful negotiator is a competent employee who can get a good bargain and sustain the cost and time taken to get work done.

 

  • Becoming more adaptable

A competent employee is one who has the right skill set to adapt quickly to an organisation. The employee has cross-functional skills. There will be more opportunities to work with inter-departmental projects as well. The adaptable employee is also someone who can work under tight deadlines. The agility of the employee also makes them more valuable and reliable to the team.

  • Overarching professionalism

A warm and genuine smile, a diplomatic speaker, an attentive employee are all characteristics of a professional employee. A genteel employee exudes confidence and is an asset to the company. 

Professionalism is a life long attitude; one needs to develop as time goes. Especially in this competitive world, professionalism is what endures and helps the employee move up the corporate ladder. Therefore upskilling is the mechanism to polish skills that will enhance professionalism in a workplace.

 

At Exena Learning Hub, we value the importance of upskilling and becoming a better version of yourself at the workplace. Our team of helpful experts can harness your growing potential and, with the aid of the latest technology and best business practices, help you reach greater heights.

As much as upskilling enables you to achieve greater financial security, it also allows you to become more confident. These soft skills are priceless, and no matter how VUCA (volatile, uncertain, complex and ambiguous) the world may be, upskilling will help you survive and thrive at your workplace.

 

References

https://www.pwc.com/gx/en/issues/upskilling/everyone-digital-world.html

Why you should invest in upskilling your team

https://clutch.co/hr/resources/importance-of-upskilling-employees#:~:text=Upskilling%20Increases%20Employee%20Retention,their%20commitment%20to%20your%20business

The Importance of Training and Development – Why Should it be a Big Deal?

“The only thing worse than training your employees and having them leave is not training them and having them stay.”

– Henry Ford, Founder of Ford Motor Company

We’ve seen this popular quote by Henry Ford, but have we really zoned in to understand the profound truth in it?

At Exena Learning Hub, we strongly believe in this statement. We believe that education is the best form of investment and feel that dedication to incorporate the culture of lifelong learning into daily lives is what anchors and propels us forward.

In an organisation, the most notable learning happens when managers focus on enhancing employee learning at the workplace. The outcome will result in a competent employee with the right knowledge, skill level, and attitude, which directly results in increased organisational capabilities.

There are many success stories of companies that have invested in continuous training and development.

Training and development success at Amazon.com

As one of the most prominent global e-commerce and supply chain companies, Amazon is governed by four main principles: customer obsession, passion for invention, commitment to operational excellence and long-term thinking.

With an employee base of 245,200 employees worldwide, 95% of the employees receive an intensive, month-long leadership training. Amazon also has a “Virtual Contact Centre” that trains employees on effectively working from home.

Empowering employees to have an “owner” mindset to impact over a million customers positively helps Amazon create an impactful career path.

Further to this, Amazon hopes to invest $700 million to provide training and development to 100,000 employees for higher-skilled jobs by 2025. They aim to ensure their employees are pioneers in their field who can make confident decisions, take accountability for their decisions, and spend their energy on reinventing solutions for the customer.

This article discusses the key benefits of training and development to employees and the organisation.

Benefits of training and development to an organisation and its employees

1. Resilience through turbulent times

It is no secret that training and development brings direct and longterm benefits to an organisation and allow employees to adjust to new work ethics and latest technologies seamlessly. Keeping up with a VUCA (Volatile, Uncertain, Complex and Ambiguous) workplace helps the organisation be resilient during turbulent times.

2. Increased job satisfaction

Well-trained employees have jobs with higher satisfaction and boosted morale. They feel empowered and have a better focus to make continuous progress in their careers.

3. A better organisational reputation

Training is known to result in a substantial reduction in overall employee turnover. Through training, employees are made aware of ethical conduct and follow the policies methodically, making them respectful and empathetic professionals. Thus the reputation of the company and the human resource department invariably increases in the long run.

4. Attracting high calibre talent

One of the fundamental reasons for training and development is to ensure the “triple fit“—namely, task – talent fit, individual – institutional fit and person – position fit.

The right combination of “fit” results in high calibre talent consisting of right psychological mindset, technical skillset and socio-cultural understanding.

5. A “trailblazer” attitude in the workplace

Training and development enable employees to have a competitive edge over their counterparts in other organisations.

It creates an inspiring reputation of a “great place to work phenomena”, appealing to potential employees.

Internally, employees will be motivated to contribute far more than their work description and go above and beyond, being more productive and innovative in the workplace.

Benefits of training and development, particularly from an HR standpoint

It is crucial for HRD managers to source relevant training for the company’s employees – particularly in soft skills, which can be very easily overlooked.

1. Independence of progression at the workplace

From an HR professional’s perspective, training and development allow the employees to streamline their career development among many other things.

Many employees leave organisations as they feel coerced to be something they are not.

This coercion results in demotivation, added stress, workplace burnout and finally turnover, which are detrimental to the company.

It is also a reminder for HRD managers to ensure they are competent and professionally up-to-date in their field of expertise. Remember, soft skills for an HR manager can be a powerful tool!

2. A better understanding and alignment with workplace culture

Training and development allow employees to understand the expectations and the organisation’s culture better—this thorough understanding of the workplace culture gears employees with the right knowledge, skill, and behaviour.

Performance management should be a continuum throughout the employee’s time at the workplace.

By ensuring that the primary deficiency in skill is identified and short term and long-term career development is appropriately planned, it demonstrates care, attention, and effective engagement to the employee.

3. Better gap and demand analysis

The HR department can identify the need gap and bridge with a workable solution to ensure that its strategic goals are met.

It also helps identify industry demands and determine how well employees are aligned to competition and show meaningful results for themselves and their employer.

4. Achieving and organisations KPIs and KBIs linking to profit

Research shows that sadly companies do not always see training and development as an essential component in an organisation. Hence, managers play a pivotal role in ensuring a strong link between training and development and the resulting achievements.

Such practices also help the company evaluate performance and ensure achievement of key performance indicators (KPIs) and key behavioural indicators (KBIs).

The company would also see a significant increase in profit margins and a positive financial impact which is a massive benefit in business sustainability.

In conclusion, we would also like to emphasise the importance of sourcing high-quality, endorsed and trained professionals to conduct training and development for their employees.

HR managers need to delve deeper into understanding the importance of soft skills and values such as empathy and emotional intelligence in an employee. A wholesome and rounded employee will be able to take on any task in the workplace independently.

Leo Buscaglia‘s profound words hold true, “Change is the end result of all true learning.” Join hands with us to collaborate and bring this revolutionary change to your company and your life!

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