An information management and services provider set a goal of delivering better customer service and customer relationship management. Many salespeople, although possessing tremendous technical competence, lacked core interpersonal skills. To balance out strategic needs of the business, human resources developed a comprehensive training menu for the entire sales force. The training balanced important relationship-management skills with more technical programs based on using new technologies.
The core of any professional development and overall corporate strategy is a clear and well-understood employee value proposition. As employers compete for talent, the value of training can be an important lever in attracting and retaining talent, even in a down economy. Understanding training's importance to employees--especially in the context of other variables like compensation, benefits, affiliation, work content, career path, and work-life balance--can help you make more informed decisions. During the past year, in the midst of slashed salaries, withheld bonuses, and layoffs, several organizations used training as an important component in offering value to employees. It has helped them keep employees motivated and on target with career goals.
Perhaps the most important consideration in a training needs analysis is to first look at how employees are measured and evaluated. In most organizations, what gets measured and compensated gets results. Evaluating relative performance against performance measures is a necessary variable in allocating training resources.
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