The best they can be

The lower the unemployment rate, the
harder it is to find and keep qualified
employees. But training and focused education can help solve some of those
vexing problems.

“Training should not be looked at as an
expense,” says Yolanda Levell-Williams,
executive director at Hillsborough Community College. “It is an investment that
supports your company’s strategic goals.
It is not just a class; it is an enhancement
to an organization’s strength and longevity. Employees can expand job knowledge
and enhance the skills they need to
advance while increasing your competitive position.”

Smart Business spoke with Levell-Williams about some of the things to consider in your corporate training programs.

Beyond the obvious, why offer training?

The reason or reasons for employees
not performing at their optimum level are
varied. For instance, they may not be
keeping up due to changes in technology.
If you make the investment in equipment
and processes but don’t provide employees with the proper training, you are not
going to maximize the benefits of that
investment.

Organizational refinement is another
area that may challenge an employee. If
the employee is not told — during training
— why changes are being made and how
to best work with them, the benefits of
those changes are not going to be fully
realized.

Thirdly, generational communications
can present problems. The more diverse
the work force, the more important it is to
train and educate your employees to be
better communicators. If they can’t communicate, they can’t get the work done.

On the positive side, employees who
receive training as needed to keep up with
changes will be more comfortable in their
jobs. They will enjoy their jobs more and
they will perform at a higher level, thus
supporting your company’s strategic plan
and strategic goals.

Is training an ongoing process?

A strategic plan for any company is an
ongoing process. If training is going to
support that plan, it must continue to
evolve and provide employees with the
skills needed to properly do the job.

The training can be specific to changes
in your organization, or it can be general,
such as time management or team building. Either way, it provides an impetus for
your company to elevate itself.

Should training be on company time?

Generally, yes. If the training is to support the company’s goals and to increase
productivity, it should be on company
time.

Who pays the costs?

The company should. Any company that
invests in its employees has a much better
chance of reaping the benefits of a more
efficient, flexible and stable work force.
These employees also will provide better
customer service and maximize their
resources.

Your business goals should be aligned
with staff competencies. The better they
are trained, the more competitive they
and the company will be. There are resources in the market to help your management team. For example, Tampa Bay
WorkForce Alliance works with local
companies through its Competitive Edge
Award and On-the-Job Training initiatives.
These programs assist with training for
existing and new employees and can
increase overall productivity and competitive advantage.

What can be done to keep well-trained workers on the job?

Training helps employees be more productive and confident. A well-trained,
confident employee is a tremendous
asset.

Companies that establish career paths
help employees know where they stand.
Give them incentives to stay and let them
know how any training is going to keep
them on track with planned upward
advancement.

Will incentives help?

Yes, but they don’t necessarily need to
be financial. Time off awarded for accomplishing a certain number of hours in
training can be a good incentive, in and of
itself. If the training results in some type
of certification, degree or award. An individual plaque for display can be even
more effective.

Because employees want to feel good
about where they work, personal relationships gained through group training can be
an additional incentive. Competitive wages
are important, but recognition and feeling
like they’re a part of an important, well-trained team will help convince them that
your company cares about them.

It’s a fact: organizations that are able to
sustain the highest levels of productivity
and financial success are those with the
most engaged and loyal work force. Companies that don’t provide training are
going to lose competitive advantages.
Which one are you?

YOLANDA LEVELL-WILLIAMS is executive director of
Hillsborough Community College and partners with Tampa Bay
WorkForce Alliance for training initiatives. Reach her at (813)
259-6010 or [email protected].