In this talent crunched economy, hiring best talent to meet the cultural fit is a challenge for most companies. Employees are required to be highly productive to maintain their job position and HR managers prefer hiring talent with less experience to save on costs, and groom them with necessary on-job training.
Hiring human talent is expensive, hence HR professionals prefer hiring talent with the right experience and skills for the job role, who can level up to the market demands and customer needs when adequate training is provided on job.
Sometimes years of experience and expertise in itself is not enough to be able to achieve peak performance and productivity output. On-the-job training is a must requirement for today’s professionals to attune their skills to meet customer preferences, needs and business demands.
Employers should be willing to invest time and professional efforts for skill upgradation of the talented professionals, especially the new hires on board.
According to a study on Training Importance for Employees of their Successful Performance in the Organization reveals a significant relationship between training and higher productivity at work.
Training programs are meant to help all levels of employees to enhance their productivity, performance and upgrade the knowledge and skill sets to meet the job requirements and specifications. It also allows employees to prove their mettle and enhance their performance efficiency and productivity output, post on-the-job training.
Employees’ lack of skills and motivation results in higher stress levels at work and inefficient performance, skipping timelines, impact on productivity outcomes, failure to meet deadlines and targets etc. Such performance failures only dampen the employees’ confidence and morale, to lead them to make choices at times to quit working, and settle down for a more comfortable position elsewhere.
HR managers and employers alike should be able to screen candidates effectively at the onset and decide on the best suitable hire, who needs training and skill upgradation to be able to perform better.
Techniques, expertise, procedures and soft skills are some of the most essential prerequisites from an executive to achieve performance par excellence in the corporate world of affairs. Irrespective of the tenure having served for a company, here are 6 signs of employees, who need to be registered for corporate training programs soon:
Employees Who Need New Skill Upgradation
New skills, policies, managerial procedures and governmental prerequisites are some of the common reasons for companies to hold a training program. Such trainings help in boosting employee morale, building confidence, skill upgradation and overall personality development.
While some companies might choose to postpone their training programs till the time they have several new hires requiring training – to make it sum up to a batch. Consequently lack of sufficient training at the right time impacts performance, productivity and yes overall profits.
It is important for employers to immediately deliver trainings, as this will lay rules right for the newly joined workforce to follow them diligently and stay abreast of the recent changes in policies.
Employees with Lack of Basic Skills and Technology Tools
Lack of basic skills refers to a situation wherein employees lack understanding on how to use a program or a machine to perform in their jobs. While these individuals possess the necessary skills, they need training on how to operate a program or use technology tools to business advantage.
An effective training workshop conducted by the senior management or the supervisors and managers should help fill these skill gaps. However, employers can also invite professional trainers from outside the company to train the talent with necessary soft skills on job.
Employees with Low Productivity
When a previously productive employee consistently shows signs of decreasing productivity and low performance, then this could possibly be due to lack of motivation and engagement on job. Before such conditions lead to crisis situations at work, employers should take quick steps to bridge the skills gap by evaluating individual performance goals and providing specific training to employees to boost engagement.
It is important for HR managers to identify the core issues that bother employees and affect their confidence levels, such as personal conflicts with colleagues or coworkers can result in lowered energy levels and motivation to perform.
Low Quality Output
An employee might have adequate proficiencies be highly productive on job, however if the performance output does not meet the quality standards and business objectives, then such talent need to go undergo training on key areas wherein they make common mistakes.
Such mistakes can cost an employer, brand credibility and business repute. Before, the work done by this employee starts raising questions from external stakeholders, employers need to take quick corrective measures to train the employee to perform flawlessly on job.
Employees with Bad Reviews and Complaints from the Customers
Employees, especially those who are the front-face of the business and represent the employer brand to directly deal with customers on a day-to-day basis should be trained before they commence working on job, such as to avoid scope for complaints and bad customer reviews.
These professionals should undergo behavioural training programs, not just upgrade their soft skills, behaviours and mend their attitude towards situations, the mentoring sessions have to be monitored by senior managers to provide continuous feedback to employees.
Investment in training programs is one of the best investment decisions, a growing business should make. Human capital assets have to be nurtured timely with due attention, care and encouragement to bolster company’s progressive business goals and derive returns on investments in the form of maximised profits.