Last week we gave you some good tips on how to make the case for training, which we’ll continue this week.
To review the problem: One of the first challenges trainers face is a resistance to training from both employees and management. Employees are frustrated about taking time away from their jobs, and managers aren’t convinced that time spent training is time well spent. So you need to be able to effectively answer the question: “Why Train?”
Here are more reasons to train that you can use to justify the need for training in your company. Ask management to consider that in order to thrive in today’s business world, your company needs to depend on employee education to promote six critical interests:
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- Effective use of new technology. As technology continues to revolutionize the workplace, employees at all levels and with all degrees of experience rely on training to keep up with changes in their work processes. Because of its importance, this training will require a comprehensive and continuing effort.
- Competitive edge in your market. U.S. companies now receive fierce competition from overseas operations. In many cases, foreign companies are beating out U.S. firms in quality, cost, and service. In order to remain competitive in the current marketplace, employees need to know how to make better products and services for your market.
- Safety and health of employees. In order to have a productive, creative, and committed workforce, employers need to make sure that employees are protected from workplace hazards and given the knowledge and skills they need to work safely. Safety training is a key component of any organization’s productivity and prosperity.
- Retention of skilled workers. Skilled and creative employees seek opportunities for career development and personal growth in their jobs. They want the chance to do challenging work and be well compensated; they also want to be with a company where they can continue to learn and enhance their skills. If they don’t receive adequate training opportunities in their organization, they will find someplace where they can.
- Compliance with laws and regulations. Training is frequently required under a variety of government regulations. The Occupational Safety and Health Administration (OSHA), for example, requires employers to conduct annual employee training in a number of safety procedures. In other cases, although laws might not require it, training (at least of key employees) is highly advisable to avoid problems (for example, sexual harassment, discrimination, violence prevention, diversity). The cost of not adequately training employees in all these areas can translate into large fines (for failure to meet the requirements of regulations) or expensive lawsuits (for failing to uphold the rights of protected employees).
- Productivity and profitability. Finally, training makes workers more skilled and knowledgeable, which makes them more productive, better able to meet quality standards, and better able to provide excellent service to customers. Training, therefore, makes organizations more competitive, more profitable, and more successful.
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Why It Matters
- Ongoing training is needed to keep the workforce up to speed in the fast-moving 21st century marketplace.
- Continuing professional development in the form of training helps employers retain quality employees.
- A commitment to training from management shows employees that their employer is investing in their future.