Investing More In Employee Development

Information has become one of the most valuable commodities in business. Advances in information technology have made processes quicker and more efficient.  Some experts state that information evolves so quickly that something learned before you go to bed will be obsolete by the time you wake up the next morning.

Many organizations understand more than ever well trained employees may be their best asset. Skilled workers are a resource that can contribute to productivity and corporate goals of bringing revenue and protecting assets. Organizations are devoting more resources to keep employee skills current. They also recognize it is cost effective to retain workers in times of continual change and innovation.

Investing In Employee Development

The American Society for Training and Development (ASTD) has released its 2011 State of The Industry Report. Findings indicate that senior executives recognize and support the value of learning and development within their organizations. The report stated there was a 13.5 percent increase in the amount organizations spent per employee on learning and development. Programs are becoming an essential part of organizational strategy especially in times of economic pressure. 

Mobile Applications

Part of the ATSD study found use of technology to deliver training, especially mobile learning, continues to grow. Companies used 40.1 percent of formal learning hours delivered through technology-based methods. Mobile Technology will also drive development of talent with employees. Increasing numbers of consumers will use the internet and mobile devices. Demand for employees in these fields will be needed as will keeping them trained in the constant changes of the industry

Retention Policies

It makes sense for companies to do what they can keep employees they invested in training. The key to a comprehensive program of employee retention is when the employee’s career goals match what the company is trying to achieve:
1.  Clarify company goals and values.
2.  Empower employees to make decisions and be innovative.
3.  Challenge employees and reward for efforts.
4.  Give employees the opportunity to grow in their careers.       

A Game Plan For Coaching Employees

Legendary football coach Vince Lombardi said “Coaches who can outline plays on a black board are a dime a dozen. The ones who win get inside their player and motivate”. Motivating employees takes more than doing annual employee reviews and telling them how they can do better. Increasing employee performance goes beyond giving general guidelines on how to increase productivity. Coaching employees to do better takes a progressive collaborative approach where both parties benefit.

An article by Entrpreneur magazine provides 7 steps for coaching employees.  These steps are meant to develop employee potential through continued support and guidance.

1. Build A Relationship Of Mutual Trust

2. Open the meeting. Explain clearly the purpose of meeting.

3. Develop Agreement

4. Explore Alternatives

5. Get A commitmtnet from the employee to act

6. Handle excuses through understanding and support

7. Provide feedback

Training vs Coaching

Employee coaching can be confused with employee training. Training involves instruction on  the knowledge and skills they need to perform their job tasks through classroom instruction and on the job training.  Employee coaching is a continual process of assisting employees to identify and overcome barriers that prevent them from doing the best at their jobs. It involves more one on one interaction to help them identify solutions to improving performance. Coaching is more intensive and individualized based each employees skills.

The key to coaching involves asking the employee and prompting the employee to think. It involves identifying strengths and areas that need improvement. The goal is for employees to grow and develop into a better worker. Each employee is different and require varied levels of time and commitment.