HR managers have training on the brain, according to survey

Based on a survey by OfficeTeam, a leading staffing service with more than 320 locations worldwide, HR departments are most concerned with training their employees right now. More than 500 HR managers at companies with 20 or more employees responded to the question, “Which of the following is your greatest staffing concern as a human resources professional?” The results:

45% - Training and developing employees
27% - Retaining top-performing employees
23% - Recruiting new employees
5% - None/doesn’t apply

OfficeTeam executive director Robert Hosking explains: "As workers take on expanded responsibilities, it becomes more important for companies to offer professional development to help their teams keep up. Training programs boost job satisfaction for employees by enabling them to build new skills and take on more challenging roles."

Especially today, companies are looking for programs that deliver the best training ROI. At the very least, these programs must be designed with a clear purpose and outline measurable objectives for employees to reach.

Any organization can use these top five employee training tips to help design their own training courses or to improve the ROI of any current programs:

1) Set clear goals. Identifying goals should be the first step to developing a new training program or enrolling employees in outside courses. A clear set of goals will ensure that employees complete the required course material and know what is expected of them once the program is finished.

2) Keep it ongoing. Employee training should be viewed as a way to continually learn and improve, rather than just something to check off your to-do list. With continuous training, employees will develop new skills and abilities that will improve their productivity and boost to your bottom line.

3) Keep it simple. Keep training programs focused on one topic at a time. If there are too many topics or too much information, you can easily overwhelm employees and turn training into a burden instead of an opportunity. If necessary, split up a large training program into smaller, more manageable courses.

4) Spend wisely. Do your homework and make sure you’re getting the best bang for your buck when investing in employee training. Whether you’re using an outside resource or developing an in-house training program, ensure the materials are the best quality for your budget.

5) Follow up. After the training course or seminar is complete, managers should meet with employees on a regular basis to determine the effectiveness of the training and to monitor employees’ progress. Managers can also help employees who may be struggling with any new information.

A business is only as good as the people who work for it. Help your business succeed by giving employees the tools and training to perform at their best.

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