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Dear Workforce How Do I Persuade Our New Company’s Management to Invest in Training

Our company is new and training is not considered very important by management. I have decided to prepare a study to prove the role of training and career planning in improving productivity. What points should I concentrate on to convince management?
October 21, 2005
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Related Topics: Basic Skills Training, HR Services and Administration, Behavioral Training, Dear Workforce
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Dear Eager:

There are a number of compelling reasons for training employees.
  • Attracting and retaining customers. The defining moments that occur in customer interactions determine whether a customer will come back, and the tools and strategies needed to be effective far exceed what can be acquired through experience alone.
  • Aiding in recruitment. Surveys conducted by the Gallup Organization indicate that employer-sponsored training is a major attraction for employees entering the workforce or deciding whether to remain in their current position.
  • Employee retention. Trained employees who have skills to deliver, feel that they contribute to the organization and are recognized by their managers are less likely to look for another job. It is true that the better trained your staff is, the more attractive they are to other organizations. But it is equally true that offering training opportunities to employees makes your company more desirable and makes recruiting of top-flight talent much easier.
  • Mutual benefits. Years of downsizing have changed expectations of an employer's loyalty to the worker. This has been replaced by a more explicit agreement: "We'll offer you new skills while you work for us--skills that can be taken with you when you leave. While you are here, you not only perform the functions of your position but also use your talents to improve our competitive position." Thus, training benefits both the individual and the organization.
  • Motivation and unified culture. Training can be particularly valuable in keeping employees motivated during periods of uncertainty, such as downsizing or during mergers, by confirming that the organization is willing to invest in them. Such training also is a cost-effective way to establish a common language and focus, speeding the transition to effective, integrated operations.
  • Maintaining a competitive edge. Customers demand service skills, expect their needs to be understood and satisfied and also presume your employees will possess knowledge of your products and services.
  • Commitment and innovation. Untrained workers seldom look for a better way or suggest workable improvements. Give your employees the training to hone their skills and boost efficiency, and they will be more likely to be committed to organizational objectives and seek innovative ways of making your company more effective.
  • Profitability. Achieving the above benefits certainly enhances your organization's overall profit.
SOURCE: Sharon Daniels, CEO, AchieveGlobal, Tampa, Florida, Dec. 29, 2004.
LEARN MORE: See howtraining is linked to organizational performance.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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Dear Workforce Newsletter
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 The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

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