Career development and training programs are considered as some of the most important factors for employee retention and engagement, but costs are often seen as a hurdle. At least, this was the case in the past. Nowadays, training and developing talent does not have to be an exorbitant cost to companies. With the proliferation of online learning and assessment tools, as well as alternative creative approaches, businesses today no longer have to spend massive amounts of money on training programs for their employees.
Training and development applies to all career levels and positions. In fact, having a proper training & development plan in place for all positions will help new-joiners perform better and establish a solid career path at your company.
According to the Bayt.com Fresh Graduates in the Middle East and North Africa Survey, the most important job attributes include opportunities for career progression (60%) and good training opportunities (58%). This shows that even fresh graduates highly value professional development that supports their career advancement from early on.
Training opportunities are also equally valuable for high-level executives and mid-level employees and managers.
Before department managers and human resources (HR) managers begin implementing training programs for their employees, they must take a few points into consideration to ensure the training results in advantageous outcomes.
It is vital for managers to engage with and listen to their employees in order to identify training needs and address the gaps identified. Managers should avoid making the mistake of investing time, money, and effort in training programs that do not address a training need. For example, an administration officer could receive training on certain administrative skills, when in fact they truly need to develop their interpersonal, negotiation, or writing skills.
While many might consider training in management development, leadership, time management, and foreign languages less important, learning these skills can influence employees’ work positively, positioning them as highly-skilled professionals. In fact, according to the Bayt.com Career Development in the Middle East and North Africa survey, a smaller proportion of MENA employees received training in such skills.
When developing or considering a training program, HR managers need to look at the company as a whole and ask: what is the company lacking? By that, managers can make sure they create and design a program that can help increase employee engagement, create better harmony among employees and elevate public perception.
In order for managers to address training needs and develop their employees, they must hold trainings regularly. However, when costs are on the rise doing so is not always feasible. There are a few ways, though, that managers can use to keep their employees satisfied and challenged without shelling out large sums of money.
1. Job Rotation within the organization
Most training & developmental tools can be found within the organization itself. Job rotation or interning with other departments will not only help expose professionals to a different world, but it will also help them develop a sense of appreciation for their colleagues’ work, all while learning a new skill. This could be implemented using a mentorship or buddy system where one employee is mentored or shadows another employee for a fixed period of time.
2. Start an Internal Discussion Forum
Many people access information, ask questions, and get feedback from real experts using online forums. Platforms such as Bayt.com Specialties are a great way to engage people with peers in the industry. Managers can also launch an internal, employee-exclusive intranet forum, where they can ask each other questions, get feedback, and contribute their own skills. Topics can range from work-related issues to non-work related skills and talents that employees might have and want to share.
In addition, employees who dedicate time for answering questions can be rewarded with monetary bonuses or other rewards, such as extra vacation days.
3. Encourage Employees to Attend Other Departments’ Meetings
Allow employees to attend meetings and briefings carried out by departments they’re interested in. They can join, ask questions, and learn about other colleagues’ work. The best trainers are often under the company’s own roof, and their indirect contributions will help others develop and grow. This arrangement will also help employees gain confidence, which, in return, increases morale and engagement.
4. Implement Self-Training and Self-Assessment
Introduce self-assessment schemes that let employees identify and address their own areas for growth. Courses by top universities are available online for professionals seeking training. Employees can utilize these, mostly free, online platforms. Services such as Bayt.com’s online courses and tests, which are also supplemented with research reports and career support articles, allow employees to develop at their own pace.
In addition, costs for paid online courses, which are significantly cheaper than traditional ones, can be covered by the company in order to show employees that the company is interested in investing in them and cares about their growth.
5. Introduce Brown Bag Sessions:
You can also invite trainers and speakers for short but effective training or motivational sessions during lunch break or during an official meeting. There are many speakers who are willing to conduct these sessions either for a small fee or sometimes no charge at all.
