Investing in workers is the best thing not only for the bottom line of the organisation but also for the worker itself. How?
ILO’s World Employment and Social Outlook report 2017, suggests that “training” providing organisations, not only have 20% higher productivity but they also pay out 14% higher wages than “non-training” counterparts.
The logic isn’t even hidden or veiled in any way, in today’s day and age. The report further went on to establish that rising economic growth, especially in the case of developing countries is not leading to job creation. Again, we can deliberate that there is enough evidence, even around us to suggest the same.
So between the trifecta of growth, employment and equity, where does the problem lie?
The problem lies in the idea of not training your employees that can help them to perform their work, better.
Training is essential not only in helping a new employee identify with the processes and workflows within an organisation. But it is also crucial in the case of an older, more seasoned worker, as the practice of ‘repetition’ fortifies, better performance at work.
However, sometimes the most understated and yet crucial aspect which organisations can overlook is safety. Safety is reinforced by training and as suggested earlier, the act of practicing ‘safe working’ can turn it into a habit. This is especially relevant in the case of complex work domains such as the core sectors, where the employees or workers are exposed to hazards and thus safety needs to become a habit for them. Training for safe work practices and associated pedagogy would certainly help such work domains in saving accident related costs and incident-related fines.
The next aspect which makes training so important is attrition. This is a humungous problem for India and other fast growing economies situated in developing countries. Training is an exercise that can have a demonstrable impression on the minds of young workers. Young workers who have been included within a large diverse workforce or even within smaller institutions will feel more appreciated and become accepting of the tasks delegated to them – if they are training initiated. The employee satisfaction quotient can be raised higher and higher with the right training.
In the same vein, seasoned employees with a slightly outdated skillset would feel secure about their services, if they are provided with the opportunity to update themselves, through training. Training, in its own way, is a great example of showing your seasoned employees that their skillset is appreciated. Another way of influencing the psyche of your employees with positive reinforcement.
Training from its etymology means ‘connected series of things’ and as you can see from economic growth to ensuring employment for future generations – training, connects them all