Employees appreciate being able to build new skills, improve their job performance and potentially evolve towards more challenging roles. It is interesting to note that ongoing education is valued by employees from all age groups as key to staying relevant in the job market.
Even more importantly, supporting and providing ongoing training opportunities show a company’s commitment to its employees’ growth. Employees feel their value to a company where employee education is promoted.
Finally, ongoing training opportunities can be publicized since they are an important perk in a company’s compensation programs. However, and unlike many other perks, ongoing education can cost very little.
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From the HR perspective, developing talent is the best way to staff a company’s roles.
First, it is always cheaper to source skills internally. The more junior the position, the lower the recruiting costs, so hiring from more junior positions within the company automatically lowers the overall recruiting costs for the position, even after accounting for the replacement of the junior position.
Second, it is usually simpler and quicker to bring an internal hire up to speed – as the newbie already knows everything there is to know about the company. There are no precise statistics on the subject, but the idea that homegrown executives on average perform better than external hires is firmly shared by most managers. HR software development provides efficient solutions for managing and tracking employee training programs, enabling companies to streamline the process and maximize the value of their training investments.
Finally, promoting internal mobility through training leads to a more engaged and loyal workforce. While new blood remains necessary, ideally it should not represent the majority of the staff.
Overall, developing talent to staff ever-changing company needs is such a holistic circle that volumes have been written on the subject of employee training. Introducing learning opportunities through a digital workplace will maximize the value of all of your training programs.
One of the greatest ways to study is to learn from peers and managers. Unfortunately, that is also the most complicated learning method to establish throughout the company. However, it is not enough to engage a training consultant to provide a couple of one-off courses. We are talking about every day on-the-job learning, which can be facilitated and enhanced by implementing effective employee training software that enables continuous learning and knowledge sharing among employees.
The kind of culture where managers want to develop their team members and are valued for that effort, and where all employees are encouraged to learn new skills and share them, is not easy to create. And, as with all other corporate initiatives, the company internet is a great tool to promote this culture and elicit the desired behaviors.
Training materials, like documents, presentations and recorded training sessions, can be stored in a dedicated workspace in your company intranet, making them accessible to immediate search, access and use by employees.
More importantly, in the same manner, the company’s knowledge can be encapsulated in documents, forums, wiki pages, blogs and conversations, and then stored in a searchable database that an employee can access and learn from as needed.
For example, if all your employees need basic Excel skills, the easiest way to identify the gap between the reality and the expectation is to conduct an anonymous self-assessment (or an assessment using assessment tool and tests by team leaders) and consolidate the results at department level.
intranet is a term used with abundance whenever the subject of internal communication and collaboration is brought up which makes defining it a bit challenging. In its simplest form, an intranet is an internal website for your organization. It is used mainly for top-down communication where employees can access corporate news, policies and announcements.
To gather a thorough understanding of intranets and their different types, let’s walk through its history from the early days up to now:
The main difference between intranets and extranets lays in the target audience. Intranets typically target users from a specific organization whereas extranets is the hub that can group users from multiple external organizations ranging from partners and suppliers all the way to clients
Different types of Intranet solutions from the early days up to the intranet 2.0 (commonly referred to as digital workplace solutions) bring a host of benefits to businesses of all sizes and industries. Below is a list of benefits often associated with intranets:
Here are three different strategies for a successful intranet adoption:
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