5 Reasons Why It Is Worth Investing In The Development Of Employees

5 Reasons Why It Is Worth Investing In The Development Of Employees
  1. Higher qualifications - higher efficiency - higher profits for the company
  2. Increased employee involvement and loyalty - lower staff turnover - lower costs related to the recruitment of new employees
  3. A satisfied employee - more motivated to work
  4. Higher interpersonal skills of employees - improved communication within the company - less conflicts and better working atmosphere
  5. Positive image on the market - increasing the company's competitive advantage.

Each entrepreneur can choose from an extensive range of training options: conferences, seminars, workshops, group training, individual, internal, external, specialist, and language training. It is important to choose wisely - take into account the company's goals and the employee's possibilities. The organization's training system should be matched to employees' needs and qualifications, but at the same time should pursue the company's business goals and the ambitions of the participants. Well-chosen and conducted training can bring many benefits to employees and organizations.

What are the benefits? What can the employer gain by training the staff?

Higher qualifications - higher efficiency - higher profits for the company

Investing in the development of employees who are already employed, expanding their knowledge to new areas, and developing key competencies is also a form of investing in the company's progress, which Employers are not always aware of. Training of the staff increases the professionalism, quality, and efficiency of the work performed - only properly trained employees can meet the requirements related to the work in a given position and improve the quantity and quality of tasks and minimize mistakes. An employee who can properly use his work tools, know what to do, and do it more efficiently and efficiently. Thanks to the training, employees can learn new methods of performing their duties, learn new techniques, and then use them in everyday functioning. A more qualified employee is also more independent and requires less control from supervisors. A properly trained employee, for example, will find it easier to establish contacts with a potential client and encourage him to use the services offered, which should soon translate into benefits for the entire company, i.e., its profits.

In addition to its obvious goal (which was described in the point above), investing in employees' development can also positively affect their commitment, work, company life, and loyalty to the employer.

Staff training can be of additional importance in the process of staff turnover. First, training and retraining are a good alternative to the company's exchange of personnel, i.e., layoffs and new employees' recruitment. One should not forget the importance of experience, good company knowledge, and employee involvement. Therefore, sometimes, instead of employing new people, for whom a full-time job in a given company may be just another short career step, it is worth investing in developing skills in those who have already shown loyalty and commitment. There is a high probability that this will work much better. It should also be emphasized that it is cheaper to train a person who is already an employee of the company than to hire a new specialist for another job, which may sometimes take a long time.

Second, training can reduce turnover by preventing redundancies, which lowers the costs of layoffs and recruitment. The training is a signal from the company that it actually cares for him and ties his future with it, offering him skills. An employee who can develop, acquire knowledge and new skills in the company think much less about changing jobs (even in difficult times). On the other hand, if an employee feels underestimated and ignored, it will encourage him to leave and look for another employer, which may be a big loss for the company. During the recruitment interviews I conduct with candidates, many of them mention the lack of development opportunities with their current employer to look for a new job. That is why it is so important - if you want to keep good employees - to enable them to broaden their professional horizons.

A satisfied employee - more motivated to work

As I have already mentioned, the opportunity to raise qualifications carries an important message for employees that they care about them and take their development needs seriously. At the same time, it has a large impact on shaping the motivation of employees. Probably every employer would like to have satisfied and motivated employees in their company. The employee in whom we invest feels realized; thus, he is more satisfied and willing to do his job. Thanks to participation in training, many employees have the opportunity to fulfill their ambitions, the need for self-fulfillment, and building a professional development path. Employees recognize that training creates opportunities for them to undertake more difficult tasks and new professional challenges. Trainings and courses can also play an important motivating role as a reward for the employee's good work and awards. Therefore, the opportunity to participate in training is an important factor motivating employees, so it is important to include this element in its existing incensee system.

Higher interpersonal skills of employees - improved communication within the company - less conflicts and better working atmosphere

Investing in development through group training in soft skills, training trips, in which both superiors and subordinates participate, can get to know each other better, establish friendly relations, and thus improve the working atmosphere. They also provide an opportunity to exchange views and improve communication within the company, as employees can meet people from other departments of the company and exchange experiences. An important factor in improving internal communication maybe join the training of managers and subordinates. It is a good field for learning cooperation and developing effective ways of communication between different management levels. Training can also be a way of disseminating and communicating the key values ​​of organizational culture. Employees get used to these values ​​and learn the patterns and strategies of operation adopted in the organization.

For the team to be effective, it is necessary to “work together” - people have to be integrated, prepared to cooperate, know each other, their possibilities and limitations, trust each other, and be a bond between them. Such relationships are built primarily in action. If we want to teach people to cooperate in a team, we can use the appropriate development process.

Positive image on the market - increasing the company's competitive advantage.

The benefits of training also impact the company's functioning on the market and in its social environment. By improving employees' qualifications, the company can improve/change its image and increase its value and competitiveness. This is extremely important nowadays, when the state of knowledge in practically every business field changes rapidly, and it is not easy to be a leader.

The main determinant of a competitive position in the competitive potential, which includes - apart from material resources - the state of the company's intangible resources, i.e., factors related mainly to employees' qualifications. Therefore, the source of the company's competitiveness is primarily an employee with adequate knowledge, skills, and competencies. Changes taking place in the economy and their pace somehow “force” companies to invest in human capital because they can build their competitiveness only thanks to this. So if the intangible resources are not sufficiently cared for, the company cannot achieve full success.

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