By Tina Louise, Capital Financial Analyst
As a woman speaker, training and development has become a key necessity in surviving the new corporate structure. Employees at every level within an organization have either been through training, need training or suffer from its consequences for lack of training.
In today’s environment as a women speaker I have identified training as being offered in different ways in order to keep up with the new paradigm of generation X & Y employees. Having a training & development plan in place is a huge factor that can provide long term success for your company & drive performers to becoming top performers.
So what is training? This is the ability to identify key roles & responsibilities of employees and building a training program that supports their new role in any specific job. Employees need to have a strong understanding of how a company works, its structure, its commitment & most importantly where they fit in to the big picture.
All employees should be able to walk away from a training opportunity with new skills & job aid tools that will help guide them on a daily basis. Job aids can be in the form of hand printed job aid, on-line job aids, forms that they use daily, process & procedure manuals, system functionalities, legacy documents, etc. These need to be organized and align with the actual training program but should also make sense and be realistic in purpose & design. It is also very important to set a new standard in going green whenever possible. With iPads, netbooks & laptops there is no reason why electronic tools cannot be used to support a more proactive & environmentally corporate structure.
So what is development? This comes after an employee’s formal training has taken place. Most employees will go through a 30, 60, 90 day retention training program that consists of orientation, networking, corporate structure, values, etc. Development comes in the form of additional follow up training, communication & feedback that is designed to increase a new employee’s professional development.
The benefit to this is that you’re creating “upward mobility” for your employees & sets a foundation for growth. We already know that retention is critical and the costs involved for good recruiting is greater long term than the cost would be for developing your new leaders within your organization. As a women speaker I know it is a greater risk for a company to ignore what I like to call “undiscovered talent” because these are your employees that want more training and
become your highest performers.
As a business speaking professional, what training & development tools do you offer your employees? What type of training would you like to receive? How are you handling the new paradigm shift with generation X & Y employees? What are your retention numbers like?
Tina Louise is a Capital Financial Analyst, Speaking Professional, who helps maintain financial transparency between financial systems and software. She currently supports 2 billion in Capital Finance and has a proven track record as aperformance consultant and facilitator. Tina can be reached at firstname.lastname@example.org