Increasing the Value of Your Organization’s Training Investments
In today’s market of full-employment and technology-driven constant change, employees are time-starved and yet understand the need for their continual acquisition of new knowledge. As new information, new skills, and new processes are now part of daily work lives, employer ability to encourage, incent, and reward employee embrace of change and evolution will continue to be crucial to their organization’s competitiveness.
Organizational Training Best Practices have Value
Organizational training and instruction, when crafted for accountability and verified learning achievement, can be substantive. Identified learning outcomes, lectures, reading materials and videos, interactive exercises to test understanding, and assignments that require demonstration of new knowledge have been proven to educate and upskill learners. Such formal training can be similar to what colleges and universities provide, not only in format, but in content and learning value. In time when we need constant training and education to keep up with careers and positions of responsibility, the need to invest in upskilling your employees should not be overlooked.
Optimizing Training for a Win-Win Relationship
A win-win exists for organizations and their employees when the training needed for organizations to keep up with market competition has personal value to employees. Whether as broad as training in management and leadership, or as narrow as a topic such as customer service, organizational training that carries the components identified under Best Practices above, will facilitate positive employee contribution while also more likely than not to have college credit value.
In fact, researchers point to positive outcomes when employees that can learn for their job effectiveness while also securing college credit for an eventual Certificate or degree program. Specifically, motivation towards organizational learning increases when credit is provided as a reward for program completion (Strimel, G., Reed, P, Dooley, G., Bolling, J, Phillips, M. & Cantu, D.V. (2014). Integrating and Monitoring Informal Learning in Education and Training, Techniques, 48-54.).
Gone are the days when earning a degree was the only requirement for lifelong career viability. As organizations make strategic investments in the creation and provision of corporate training programs that help employees keep up with organizational and marketplace change, ensuring that they are able to maximize training value for their busy employees will be increasingly important.