The Real Value of an Employee Development and Training Strategy

Posted by Mark Jackson on Fri, Apr, 28, 2017 @ 12:04 PM

 peopledevelopment.jpeg

The Real Value of an Employee Development and Training Strategy

Many organizations that we speak with tell us that while they understand the value of employee training and development, they aren’t certain they need a formal learning management program to deliver, track and manage that training. Many of these organizations track the training they do provide in spreadsheets or even with paper files. While we can agree that any approach is better than no approach, learning management programs are ideal candidates for automation. There are big benefits to be realized from standardizing processes and automating the workflow surrounding employee training, and here we take a look at just a few of those benefits. 

Aids retention

Studies tell us that 40 percent of employees who receive poor job training leave their positions within the first year, citing the lack of skills training and development as the principal reason for moving on. Employee development and training programs help employees feel invested in their jobs and in their organizations. A well-established program ensures that employees continue to feel motivated to advance their own careers within the company, as well as to advance the company’s mission, rather than turning elsewhere for new opportunities. 

Attracts job seekers

An organization that has a standardized employee development plan reassures job seekers that the company is invested in their long-term success and advancement within the organization. Applicants are less likely to invest themselves in a company that doesn’t show the same commitment in return. A recent Bersin study noted, “Companies with career management programs are better able to attract and retain top talent, leading to higher employee engagement and, in turn, a positive impact on the bottom line.” 

Automates manual processes

If your training requirements are modest, it may be tempting to continue to use the collection of spreadsheets to track course offerings, registrations and certification renewals, but by deploying a smart learning management solution, you can dramatically reduce the overhead involved, saving money and driving efficiency. From automatic reminders to employees and their supervisors, to enrollment tracking and training reimbursement request handling, through an automated approval workflow, a dedicated learning management solution can generate a rapid and significant return on investment.   

Promotes consistency

With formalized training, you can be certain that vital functions and tasks are taught in a consistent, precise manner, ensuring that all employees receive the same information. You can of course develop your own training in house, but most organizations rely at least in part, on professionally-produced training courses. Depending upon the specific training provided, the value of such consistency may vary from improved productivity to reduced liability for the company. 

Streamlines compliance

From sexual harassment awareness training, OSHA-mandated safety training, through business ethics – it’s not just that proper training is the right thing to do, training protects your company from potentially devastating law suits and fines. A learning management solution helps ensure employees (and you as the employer) are in compliance with job requirements and the law. The software can track certification expirations, courses due, and notifications and accreditation requirements, helping maintain strict compliance and protecting both you and your employees. 

It makes financial sense

Increased revenue is a common goal across many organizations, and investing in employee training to support that goal makes financial sense. For example: 

  • The Cheesecake Factory invests an average of $2000 annually per employee on training. The chain enjoys sales of $1000 per square foot, almost double the restaurant industry average. 
  • Payroll provider ADP coaches some sales associates on managing virtual teams and time management. Those that participate had an average of seven percent growth in sales. 
  • Motorola has found that every dollar invested on training can yield as much as a 30 percent gain in productivity within three years, which has helped them cut costs by $3 billion and increase profits by 47 percent. 

For more in-depth tips on taking employee learning and development to the next level, check out our Best Practices Guide – 3 Steps to Achieve Talent Development that Drives Organizational Success

 

Tags: LMS, learning management system, Employee Training, employee development, learning management solution, talent development

6 Benefits of Using a Quality Learning Management System

Posted by Sean Pomeroy on Tue, Nov, 22, 2016 @ 08:11 AM

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Some tasks require that you have the right tool for the job. Training management is one of them. The right tool for the job: a quality learning management system.  

Below are six benefits of using a quality LMS that combined work to minimize headaches, maximize engagement and maximize results. 

1. The LMS provides a centralized, on-demand location for corporate learning and training. There’s one place to go, whenever you want, no matter your role.

2. The LMS lessens the burden on all involved in the process (HR, training managers, supervisors, employees). Your HR team won’t have to juggle a dozen spreadsheets in an attempt to manage the process. Also, all parties can see the status of training activities that are relevant to them (e.g. HR can see status for all employees, individual employees can only see their own status).

3. Delays and mistakes in the process are severely reduced. Automated approvals and notifications streamline and provide direction in your learning process, and improve communication between all parties.

4. Compliance is improved. For jobs that require certification, automatic notifications of upcoming certification expirations are sent to employees, supervisors and training managers. These notifications include courses due and accreditation requirements.

5. Superior employee learning/training experience. A well-run process helps keep your employees enthusiastic about talent development—supporting a culture of learning—while a poorly run process irritates and frustrates. 

6. Self-service learning empowers employees. As noted in Deloitte’s 2016 Human Capital Trends report, employees increasingly want to take control of their own learning. A quality LMS includes self-service training that lets your employees develop skills that they believe will help them be successful.

A quality LMS is just one key part of successful talent development. For a comprehensive look, download our article “3 Steps To Achieve Talent Development That Drives Organizational Success.” 

 

Tags: training, LMS, learning management system, Employee Training, learning & development, talent development, HR, scorm compliant, cloud based lms

How Talent Development Stands Apart From Other Retention Strategies

Posted by Sean Pomeroy on Tue, Oct, 04, 2016 @ 09:10 AM

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More than two-thirds of HR professionals are struggling to recruit candidates for full-time positions, SHRM’s 2016 report “The New Talent Landscape” found. One clear takeaway: retaining employees is critical for meeting your talent needs.  

There are many employee retention strategies out there, but most come with significant drawbacks for employers and provide little or no extra rewards. Take increasing salaries. To impact retention rates at a significant level, you’d need to push up salaries significantly too. This would come at a tremendous financial cost, and the higher salaries wouldn’t do anything to help your employees do their jobs better.

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Source: Randstad 2015 Employer Branding Survey

Talent development, however, is an exception. While there are associated costs such as training materials and staff, in addition to to providing a big retention boost (a lack of career opportunities is the No. 1 reason employees say they leave an organization), it gives employers several other rewards. A few include:

  • Improved employee productivity—employees learn skills that help them with their jobs.
  • Improved employee engagement—employees are less likely to feel they are in a rut, or in a dead-end job.
  • Improved succession planning—employees are trained in skills that prepare them to succeed at managerial and executive roles (3.6 million baby boomers are expected to retire this year alone.) 

It’s no wonder that many companies make talent development a high priority: it makes sense for them and their employees crave it. According to the SHRM survey, 69% of HR professionals said that their organizations had training budgets last year, and 89% reported that their training budgets stayed the same (50%) or increased (39%). 

All this said, like most valuable strategies, talent development isn’t easy. Training is a long, complicated process that can be difficult for HR to manage, and it requires significant organizational commitment. 

But many employers make talent development much more difficult than it needs to be. To learn a common-sense method that will help you succeed at talent development—benefiting your organization and your employees—read our new article, “3 Steps To Achieve Talent Development That Drives Organizational Success.”

 

Tags: learning management system, Employee Training, employee development, career management, talent development, retention

Taking Employee Training to the Next Level

Posted by Sean Pomeroy on Thu, Sep, 08, 2016 @ 07:09 AM

businesswoman.jpg 

The Real Value of an Employee Development and Training Solution

Many organizations that we speak with tell us that while they understand the value of employee training and development, they aren’t certain they need a formal learning management program to deliver, track and manage that training. Many of these organizations track the training they do provide in spreadsheets or even with paper files. While we can agree that any approach is better than no approach, learning management programs are ideal candidates for automation. There are big benefits to be realized from standardizing processes and automating the workflow surrounding employee training, and here we take a look at just a few of those benefits. 

Aids retention

Studies tell us that 40 percent of employees who receive poor job training leave their positions within the first year, citing the lack of skills training and development as the principal reason for moving on. Employee development and training programs help employees feel invested in their jobs and in their organizations. A well-established program ensures that employees continue to feel motivated to advance their own careers within the company, as well as to advance the company’s mission, rather than turning elsewhere for new opportunities. 

Attracts job seekers

An organization that has a standardized employee development plan reassures job seekers that the company is invested in their long-term success and advancement within the organization. Applicants are less likely to invest themselves in a company that doesn’t show the same commitment in return. A recent Bersin study noted, “Companies with career management programs are better able to attract and retain top talent, leading to higher employee engagement and, in turn, a positive impact on the bottom line.” 

Automates manual processes

If your training requirements are modest, it may be tempting to continue to use the collection of spreadsheets to track course offerings, registrations and certification renewals, but by deploying a smart learning management solution, you can dramatically reduce the overhead involved, saving money and driving efficiency. From automatic reminders to employees and their supervisors, to enrollment tracking and training reimbursement request handling, through an automated approval workflow, a dedicated learning management solution can generate a rapid and significant return on investment.   

Promotes consistency

With formalized training, you can be certain that vital functions and tasks are taught in a consistent, precise manner, ensuring that all employees receive the same information. You can of course develop your own training in house, but most organizations rely at least in part, on professionally-produced training courses. Depending upon the specific training provided, the value of such consistency may vary from improved productivity to reduced liability for the company. 

Streamlines compliance

From sexual harassment awareness training, OSHA-mandated safety training, through business ethics – it’s not just that proper training is the right thing to do, training protects your company from potentially devastating law suits and fines. A learning management solution helps ensure employees (and you as the employer) are in compliance with job requirements and the law. The software can track certification expirations, courses due, and notifications and accreditation requirements, helping maintain strict compliance and protecting both you and your employees. 

It makes financial sense

Increased revenue is a common goal across many organizations, and investing in employee training to support that goal makes financial sense. For example: 

  • The Cheesecake Factory invests an average of $2000 annually per employee on training. The chain enjoys sales of $1000 per square foot, almost double the restaurant industry average. 
  • Payroll provider ADP coaches some sales associates on managing virtual teams and time management. Those that participate had an average of seven percent growth in sales. 
  • Motorola has found that every dollar invested on training can yield as much as a 30 percent gain in productivity within three years, which has helped them cut costs by $3 billion and increase profits by 47 percent. 

For more in-depth tips on taking employee learning and development to the next level, check out our Best Practices Guide – 3 Steps to Achieve Talent Development that Drives Organizational Success

 

Tags: LMS, learning management system, Employee Training, employee development, learning management solution, career management, talent development

Adjust Your L&D Program to Meet Changing Workforce Needs

Posted by Sean Pomeroy on Thu, Jun, 25, 2015 @ 09:06 AM

Learning and development programs will change, or at least they should… that’s the reality. Your workforce isn’t the same it was 10 years ago, so why keep the same learning and development programs? It’s not safe to assume that workforce generations work and learn in the same way. To get the best performance from your employees and your L&D initiatives, you will need to adjust your program to meet the new learning and development needs.

learning-development

Aged learning and development programs don’t have the capability to adapt to and communicate with other systems in the company. Specifically, they can’t share information with big data aggregators that can determine organizational efficiency. However, adept L&D programs can take information from tools like gamified training and share those numbers with data aggregators. So how exactly should your learning and development program change? 

Adaptive Learning

Every individual has a different style of learning, so the standard classroom setting and testing informational knowledge doesn’t suit everyone. One size doesn’t fit all. Allowing your team to train through an adaptive learning system creates a comfortable and efficient atmosphere for each individual. This makes it more likely that each employee will retain more information.

David Wentworth (@DavidMWentworth) and Mollie Lombardi (@mollielombardi), Senior Learning Analyst and Vice President of Workforce Management Practice at Brandon Hall Group (respectively), said: 

“Employees can be monitored individually and in real time to determine what learning approach will best suit their needs. It has advantages for younger generations entering the workforce that have expectations around flexibility and interaction. Adaptive learning can be effective at improving efficiency, as well as employee engagement and retention since it allows employees to build confidence and overall expertise. Companies may want to consider breaking traditional learning methods by introducing aspects of adaptive learning.”

Mobile isn’t Just a Trend

It may seem like a fad with all of the smartphone options and apps for these phones, but it’s not merely a trend. Unfortunately, 27% of companies say there is no integration between their mobile capabilities and their learning and development programs. That means, new hires and employees in specialized training programs can’t educate themselves easily on their own time. They have to be at work, at their desk or on their computer. However, with a mobile enabled L&D program, employees have the ability to learn on their own time, wherever they feel most comfortable. 

Tweet This: 27% of companies say there is no integration between their mobile capabilities and their L&D programs.

Gamification Radiates

Your managers need to be able to easily track how and when your employees train. Gamification functions on data, that data is then sent to managers so they can see the progress of their team. It’s a growing trend, even among some of the major employers. The Entertainment Software Association estimates that 70% of these major employers use interactive software and games for training - and it will only grow. The gamification market is expected to grow 68.4% by 2018. So, even if you’re not as interested in the benefits for your employee engagement, use gamification as a way to train the team will emit company innovation.

Brevity is Key

Today’s world is so inundated with technology and visual stimulation, that keeping employees focused during training programs can be troublesome. Employees typically don’t have the time to watch - really watch - a training video longer than 4 minutes. The modern worker only has about 1% of available time in the office to dedicate to learning and development. That means out of the entire 8-hour workday, and when you do the math, that averages just under 5 minutes a day anyway.

Tweet This: How much time do you think employees have for learning and development? This answer will surprise you.

Your current antiquated system doesn’t fit your modern employees, nor does it fit your business needs. A more robust and communicative learning and development program allows business leaders to make more educated decision through talent analytics found in the L&D software. Through adaptive learning, mobile learning and development access, gamification, and keeping things short, your L&D program will become not only more effective, but more attractive to candidates and current employees. 

Visibility Software’s learning management system will help you change your process for training whenever necessary, allowing you to see how everyone’s making progress. Sign up for a demo today and see Cyber Train in action!

Cyber Train Demo

Tags: learning management system, learning & development, employee development