Most HR departments in companies who also look into the training and development aspects often despair that employees are neglecting their training hours. In most companies KRAs of employees include a certain set of hours that they need to devote to training. Often these hours are neglected on the basis of different excuses. In order to ensure that skill development and training is taken seriously by employees, it might help to link training and development to performance appraisals and promotion opportunities.
Different kinds of training needs
Employees usually have different training needs. For instance, some are related to the specific role or responsibility one is handling. A worker who needs to operate a forklift has to undergo a forklift training course if he or she has not done so from before. This is also a requirement as per labor laws and norms. Besides having skills do one’s current job, there are soft skills requirements for a job as well as furthering skills in order to move up the career ladder.
Drawing up training calendars
Most HR or training and development managers draw up a training calendar for the different employees. These are divided into role specific training needs and general or optional training programs. An individual is usually allocated a certain number of training hours by their respective managers. Besides role specific training courses like forklift training managers need to allocate workers or team members to training programs that will help upgrade their soft skills or help them take on managerial positions in the future. Visit this link https://www.actraining.com.au/en/courses/licence-to-operate-a-forklift-truck-tlilic2001a for more details on forklift training in Sydney.
Appraising trainings attended
Many workers or employees schedule for training programs by their managers and training departments. They are asked to attend particular programs and might be assessed by the end of the sessions in order to understand how effective the training was. Often, this aspect is neglected and as a result, many employees often skip trainings or do not take in all the inputs provided at a training.
Making training matter
In order to overcome such a problem, employees need to be shown that trainings attended matter in their work, in terms of annual performance as well as for their future in a company. When trainings attended or certifications achieved is linked to probabilities for promotions, employees would pay due importance to the trainings that are arranged for them. Managers need to develop an environment where they make their team members take the time out to attend the training programs. These are investments by companies not only for their resources, but also for the personal development of individual employees. By linking training programs to appraisals and promotions companies can get the due returns from investing in training programs for employees.