What is Employee Training?

What is Employee Training?

When it comes to business enterprises, what sets one organization apart from the rest? And the answer often lies in the quality of human resources that are available to those organizations. But how can one go about building a team that is highly skilled and motivated? The focus is, therefore, on the right training of employees. As the working environment changes due to new technologies and shifting market needs, it becomes critical to adopt effective and suitable employee training solutions.

Effective employee training programs not only enhance the skill set of the workforce but also significantly impact business performance and employee retention. For instance, a study by Skillademia reveals that organizations in the U.S. collectively spend approximately $200 billion annually on corporate training programs. However, only 10% of this expenditure delivers meaningful results, highlighting the need for more effective training strategies. 

Key Highlights: 

  • What Is Employee Training?
  • Why Is Employee Training Important?
  • Types of Employee Training
  • Employee Training Trends
  • How Has Employee Training Changed?
  • Best Practices and Strategies for Improving Employee Training
  • Onboard’s ERP Change Management Solution
  • Common Questions about Employee Training

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What Is Employee Training?

Employee training can be defined as planned and systematic intervention aimed at equipping workers with the knowledge and competence required to perform tasks. Orientation usually occurs at the initial stage of the individual’s employment and goes up to the employee’s early career phase. The type of training that goes around varies with the level of experience, where there is an emphasis on competency, productivity, and performance, and at the managerial level, there is an emphasis on leadership and management training for potential employees.

Why Is Employee Training Important?

The key benefit of a training program goes beyond just employee benefits:

1. Increases Employee Retention

Establishing the level of employee training and development that an organization is willing to provide its employees doubles its chances of retaining them. LinkedIn Learning revealed that 94% of the employees are willing to work for longer with an organization that embraces its responsibility to develop their professional skills. The key benefit of the training program is that it minimizes the need for hiring and developing new talent while also providing a mechanism to continue to grow the employees already on board.

2. Reduces Waste and Increases Profits

Training helps to reduce mistakes and improve productivity, which in turn leads to higher revenues. There are significant costs associated with having to retrain or replace employees because of insufficient initial training. These costs can be avoided with proper training programs in place, and training leads to improved productivity.

3. Attracts Top Talent

The research also revealed that the two generations are most likely to consider learning opportunities as a factor for selecting employers. Research findings show that 76% of the Gen Z population look at on the job training and learning opportunities as a crucial consideration while searching for employment. Well-designed training ensures that the company hires the best talent and provides a competitive advantage.

4. Equips Employees with Up-to-Date Skills

It also helps maintain productivity and provides trained human resources suited to coping with current trends and implementing the latest technologies in this field. This not only enables them to be more competent in their responsibilities but also helps the organization promote innovation and competency.

Types of Employee Training

There are several ways to categorize employee training to make it easier to address the needs of different learners and the organization at large. Here are two prominent types of employee training:

1. Virtual Mentorship

Mentorship is a process where newly recruited employees learn from experienced workers or managers. This targeted approach offers advice, skills, and development relevant to each individual’s needs or aspirations. 

For example, in ERP transformation, Onboard offers comprehensive technical training programs that pair employees with experienced ERP training consultants. These are tailored to the specific ERP systems, such as Microsoft Dynamics 365, SAP S/4HANA, and Oracle Cloud ERP. These programs are through online delivery, supplied via Microsoft Teams, Zoom, Cisco WebEx, or any client-preferred tool. They cover end-user training, system functionalities, and technical skills required for effective system utilization.

This approach creates a positive learning climate and aids new mentees in getting adept at their positions effectively, thus increasing skills and advancement.

2. Traditional Classroom Training

Classroom training remains popular in many organizations because of its flexibility in terms of interaction. In this case, the employees interact directly with the instructors, posing questions and contributing to discussions, thus getting feedback and clarifications immediately. 

For instance, when training employees on ERP implementation, Onboard also offers in-person classroom sessions with ‘hands-on’ training led by an experienced Onboard training consultant. They delegate the opportunity to learn and practice in a controlled environment to facilitate the learning curve, aiding knowledge retention.

Even with the growth of technology and the use of online training, nothing can replace the direct people communication and the flow of personal ideas and thoughts provided by classroom training.

Employee Training Trends

There are several trends in ongoing and planned employee training that respond to new workplace needs and new technologies. Here are some of the key trends shaping the future of employee training:

1. Personalized Learning

Personalized learning allows the training program to be customized to match the learning needs of the employees/organization, hence making the content more appealing and more effective. Based on data analysis and feedback, each course can be developed in accordance with the employee’s position, proficiency, and performance expectations. For example, a software company might offer AI-driven platforms with tailored coding problems for developers that guarantee every employee receives adequate practice at the right skill level.

2. Online Training Programs

E-learning has emerged as an important part of training solutions as it facilitates skill gap closure. It provides employees with access to training materials at any time, making the training flexible. For example, a finance specialist can enroll in online courses in data analysis and build new skills that are immediately applicable to the workplace.

3. Focus on Well-Being

Contemporary training interventions involve the employees’ psychological and physical state of health to a considerable degree. Promoting the wellness of the workers through the learning process can increase efficiency and satisfaction in the workplace. For example, companies can provide well-being programs that entail practicing mindfulness and stress management, among other things, since the company realizes that when employees are healthy, they offer their best toward the company.

4. First-Time Manager Training

Management training for new managers is important but is usually underrated. Qualified managers can positively impact the behavior of their subordinates and the climate in the organization. For example, organizations can offer extensive leadership development programs (both hard and soft skills training) for first-line managers that focus on issues such as better productivity, change management, conflict, performance, and team motivation.

How Has Employee Training Changed?

Today’s workplace is characterized by a fast-paced digital environment, significantly altering employee training methods. Digital tools and technologies have introduced several new possibilities, transforming traditional training approaches into more efficient, flexible, and personalized experiences. Here are four key changes:

1. Micro-Training

Micro-training is also known as just-in-time training, which involves receiving small portions of information in manageable quantities. This approach has the advantage of making learning more relatable and applicable, hence making the learners more focused and interested in the course. 

2. Software Tutorials

Software simulations are practical overviews of an application, which give users an opportunity to learn how application tools work without additional guidance. Organizations can use these tutorials to guide users through various procedures and functionalities right from the application. For instance, a new sales employee using a CRM system can use in-app instructions to allow them to input the correct customer data, hence minimizing errors.

3. Personalized Training Content

The training can now be targeted to make content specific to each employee, which makes the training very relevant. Using data analytics and AI, organizations can develop training plans for a specific role, individual experience, and desired career progression. For instance, an HR professional may be provided with individual coursework on new labor laws and regulations within their domain of duty, thus facilitating the acquisition of relevant knowledge.

Best Practices and Strategies for Improving Employee Training

When specific training programs are designed keeping in mind the best practices, the results are transformative. 

1. Customize Training Programs

Ensuring that training content is unique and responsive to the learners’ requirements is one of the most important strategies. The targeted curriculum directly works on the weaknesses of a specific trainee or on skills that would be useful for their chosen profession, thus making training more effective and interesting. Based on the collected data, areas that require enhancement from the employees are set up, and specific training programs are designed.

2. Utilize Digital Tools

Use technology effectively in the design of training solutions, including e-learning platforms, mobile applications, and even virtual reality platforms, to offer engaging and flexible training solutions. These tools can offer learning interventions where an employee can get training information and resources at any given time and place. Applying technology increases interest and keeps learners active in the course and in learning new materials.

3. Incorporate Micro-Learning

Microlearning involves the delivery of training in small portion sizes, which makes it easier for employees to grasp, thus enhancing its effectiveness when it is implemented. This makes it appropriate, especially for working people who may find it difficult to attend exhaustive training sessions. Micro-learning modules can be implemented into daily practices, which ensures constant skill training and improvement.

4. Encourage Interactive Learning

Techniques like group discussions, simulations and role plays can greatly improve the training process. These methods promote interaction and critical thinking as the employees enhance their understanding of the new concepts to implement. Another advantage of stimulating peer-to-peer learning is that it can also lead to the formation of collaborative knowledge-sharing practices in employee training program.

5. Provide Continuous Feedback

Giving frequent feedback is essential for organizational and optimal employee performance and growth. Negative feedback is critical to the training and development process as it assists employees in identifying lessons learned, accomplishments, and deficiencies. Establishing a feedback mechanism in training makes it possible for the employees to receive crucial information at the right time, which would help foster continuous employee development and improvement.

6. Set Clear Objectives and Measure Outcomes

Set realistic training goals and ensure that goals are quantifiable in order to assess the degree of accomplishment of successful employee training programs. Utilize key performance indicators (KPIs) to assess the effectiveness and make changes to a diversity training plan when necessary. Evaluating the effectiveness of training on a consistent basis helps identify its effectiveness in supporting organizational goals and objectives.

Onboard’s ERP Change Management Solution

As we have discussed the different approaches to training or empowering employees, we can understand the fact that developing human capital is imperative to materialize organizational objectives. At Onboard, we understand the importance of training in managing the challenges of digital transformation. Our comprehensive ERP change managementsolution provides businesses with the necessary tools and assistance to address the people element of change.  From preparing for ERP change to adopting and maintaining it, our tailored approach ensures successful outcomes and lasting benefits. To know more about our training and development programs and how you or your business can maximize its potential, connect today.

Common Questions about Employee Training

Q1. Why is employee training critical for modern businesses?

Training of employees is critical to sustaining competitiveness, keeping up with changes in technology, and producing an efficient workforce.

Q2. What are some effective strategies for employee training?

Some of the strategies include individualized instruction, appropriate use of technology, constant feedback, and appropriate training goals and objectives.

Q3. How does personalized learning benefit employees and organizations?

Personalization of the learning content increases learners’ interest and relevance and improves the training program’s success.

Q4. What role does feedback play in employee training programs?

Employees require feedback to be able to know what they are good at, what they lack, and how well they are improving.

Q5. How can companies measure the success of their training programs?

Companies can measure training success by defining key performance indicators (KPIs), assessing learning outcomes, and gathering feedback from participants.

Q6. What advantages do digital tools offer in employee training?

Key performance indicators (KPIs), assessment of learning, and feedback from the participants are also used by companies to evaluate the success of training.


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