Employee training is an obligation for employers, but it should be seen as a strategic tool rather than a constraint. Competitiveness, talent retention, employer brand advantage: focus on training as a performance lever for companies.
Learning and development is more than an obligation for employers, it’s an asset
Employers should not only ensure that employees’ skills are a good fit for their role, but also must ensure that employees’ abilities to hold their job is maintained. Often perceived as an “obligation” and therefore a constraint for employers, training should be seen more as an asset. Implemented as part of the skills development plan, it can be strategically positioned to meet the needs of both the companies and its employees.
Indeed, employees benefiting from trainings that are in line with their needs and those of the company can develop skills that enable them to respond more precisely to the needs of the business. From this perspective, learning and development is a strategic asset that benefits both employees and organizations.
Training policies: strategic levers for companies
More than a duty on the part of the employers, trainings must be seen as levers for developing skills. From then on, they can become tools for the competitiveness of companies.
→ SWP: an asset for anticipating training needs
Strategic workforce planning (SWP) is an approach that can prove to be very valuable, regardless of the size of the company. SWP makes it possible to establish an inventory of the skills available within the business, and an action plan concerning those to be acquired in order to achieve its strategic goals. It also allows the company to anticipate its medium and long-term training needs and to avoid difficulties resulting from a lack of internal skills. Finally, it allows companies to develop a competitive advantage over their competitors.
→ The skills development plan, a tool for planning your training actions
A skills development plan lists all the training actions implemented by the employer for employees within the organization. All companies, regardless of their size, can set up a skills development plan. The implementation of such a tool is a real advantage. It allows them to plan training actions to ensure that employees are adapted to their workstations, according to job developments, possible organizational changes, and the impact of technologies on them. Trained employees are the guarantee of being able to count on employees who meet the company’s needs, thus promoting the competitiveness of the organization.
→ The professional interview, a key moment to propose adequate training
Professional interviews are privileged meetings that allows employers and employees to look together towards the future. These interviews are ideal for discussing the training needs of each party. The training actions chosen at the end of these exchanges must meet the needs of both the companies and its employees.
→ The risks for companies that do not train their employees
If employees are not trained, several risks emerge. First, the company risks not having the necessary skills in-house to meet the needs related to its business. Productivity and competitiveness can therefore suffer.
In addition, employers who do not provide training may be liable to pay damages to employees in the event of litigation. If an accident occurs in the workplace and the employee has not been properly trained in safety rules, the employer may also be held liable.
What are the benefits of a training strategy for companies?
Implementing a true training strategy has many benefits for organizations, but also for employees.
→ Enhanced competitiveness
The implementation of skills development plans offers real opportunities for companies to gain competitiveness. Indeed, the training provided allows employees to have new skills – even the most advanced – necessary for the company’s activity and its development.
→ A real asset for talent retention
Stimulating and enriching, skills development is a real asset that plays into the well-being of employees. Equipped with new skills, employees can also better project themselves within the company. This stimulation and these prospects for evolution are excellent levers for retaining them and fighting turnover.
→ An employer brand argument
Companies that are committed to a strong training approach send a very positive image. Such an initiative, which puts employees at the center of the project, is a real strong point for the employer brand. Companies show that the development and well-being of their employees are an integral part of their concerns. These arguments usually convince candidates to become future hires.
By offering trainings that respect the wishes of employees and the strategic needs of companies, the latter anticipate difficulties linked to the lack of skills on the one hand, and at the same time fight against employee turnover. The implementation of a training policy has many advantages, both for the management of human resources and for the productivity of the organization
Illustration credits: https://www.istockphoto.com/fr/portfolio/zhangchaoxiu