In this video, human resources consultant and trainer Catherine Mattice explains why employees need training and how learning must be an ongoing process involving HR professionals and employees. She covers how adults must be active participants in their training and development. Learn how to look for learning opportunities in everyday work activities.
- [Voiceover] For any company to succeed, employee training is essential. Employees may need training to resolve poor performance or employees might need training as they're groomed to take over a new position or get promoted. Other times, an entire department or the company as a whole needs to learn a new process or skill. Whatever your training needs, there are a few best practices to keep in mind as you work to train and develop your workforce. The first and perhaps most important thing to remember is that a single learning event does not solve problems or make someone an expert.
Let me explain what I mean. In my local community, I teach a class on interpersonal communication. This three hour learning event covers active listening skills, writing professional emails, conflict management, and more. At the beginning of the class, I go around the room and ask attendees to share why they decided to enroll in my class. I always get a few people who say "my manager told me I should come "because I can be harsh sometimes" "or one of my goals in the annual performance evaluation "was to improve my communication skills." Do you think that after sitting in on my three hour class these employees are going to be better communicators? Probably not, because all they're getting out of the class is the tools.
Their managers are the ones who have to help with the implementation, not me. Learning is an ongoing process, facilitated by you and your managers and supervisors. The managers who send their employees to my class on communication skills will get more bang for their buck if they take the time to sit down with their employees before the class and discuss, in detail, what they want their employees to get out of it. Then, after the training, the manager should review with their employees what the employees learned and how they can implement it at work.
The manager should also check in frequently with the employees, to hold them accountable to implementing what they learned, and to see what help and assistance they can provide. Something else to keep in mind as you implement training and development, is that adults must be active participants in their own learning and development. That means training programs must include time, every ten minutes or so, for the group to discuss a question or case study. Employees must be given the chance to practice what they learned in their work or they'll be frustrated by what they perceived as a waste of time.
Employees must be given the chance to share their knowledge and experience during the training. After all, they bring a wealth of information. I've included some of these tips called Adult Learning Principles, in the exercise files for this course. Finally, look for learning opportunities in everyday activities. Learning doesn't have to occur in a pre-planned workshop. In fact, most of our learning occurs on the job, all throughout the day. Learning can also come in small group discussions during meetings, through mentoring, volunteering in the community, book clubs or articles, informative interviews, webinars, and even luncheon learns put on by different departments.
As you can see, learning can be cost-effective and it doesn't have to be burdensome or time-consuming. Whatever learning does occur, encourage employees to document their learning events and turn them in. Also remember that any mandatory training, such as harassment training or training required due to performance problems, should absolutely be documented and the records kept in the personnel files. Helping your employees learn and grow is a rewarding job, so go and get started.
HR consultant Catherine Mattice outlines some of the considerations of the human resources professional, such as balancing the needs of employees with the interests of the organization. She reveals how to conduct an HR audit to identify HR practices that need improvement. She then outlines core HR responsibilities: staffing, training, documentation, compensation and benefits, performance reviews, job descriptions, compliance with state and federal regulations, and more.
- Building trust with employees
- Conducting an HR audit
- Classifying employees
- Setting up compensation and benefits
- Creating and enforcing company policies
- Writing job descriptions
- Recruiting, interviewing, and hiring new employees
- Managing employee performance
- Training employees
- Disciplining employees