Prioritise human resource development

PAUL NYAUSARU

During difficult times when organisations are going through a rough patch and are thinking of reducing their expenditure, the item they easily strike off their budget is training and development.

They regard it as an exercise that is there to draw money out of the organisation without realising the benefits that are realised from the skills acquired.

The question that comes up is whether employee training and development is worth the huge investment channelled towards the exercise. Let us consider some of the benefits that come up with investing in training and development.

Training and development provides stability for employees for it makes them have the desire to want to stay with the organisation longer.

When an organisation has a defined Training and Development programme, employees are satisfied because they feel that the organisation is investing in them and finds value in what they (employees) have to offer. That sense of value that the employees are respected by the organisation will motivate them and that will cultivate a spirit of loyalty to the organisation.

Most organisations do not realise how costly staff turnover is. A recent survey indicates that 40 percent of employees who receive poor job training leave their positions within the first year. When asked about their reasons for leaving, they cite lack of skills training and development as their primary reason. Consideration has to be made on the cost of staff turnover.

For instance, losing just one employee will negatively affect service delivery/production. Finding a replacement will require time spent on screening and interviewing applicants for the post.

Once recruitment has been done, the newly recruited employee has to undergo training. Above all, morale among employees suffers.

Training and development provides employees with the much-needed tools and information vital to perform their jobs successfully.

If an employee is armed with the required goals, is taught how to obtain those goals and given the tools to see the process through, it makes them enjoy their job. It has been observed that employees that are thrown into a job without formal training and development usually find themselves lost, lack purpose and are frustrated due to their inability to complete their tasks.

Training and development can be a recruiting tool. Gone are the days when people look just at the pay cheque when they are looking for employment.

Today’s young generation looks beyond money as they are geared towards seeking employment that gives them an opportunity to learn new skills.

There is a likelihood of an organisation being able to attract and retain high quality employees if it offers training and development opportunities. Good examples of such organisations are Universities, which have clearly defined staff development programmes that cater for both Academic and Non-Academic staff.

Training and development also act as retention tools, which instil loyalty and commitment from good employees. Employees that are kept looking for the next challenge, are likely to stay longer if they  are offered opportunities to learn and grow while they are with an organisation.

Ultimately, paying attention to employee skills makes business sense. It may take time to see a return on your investment, but the long-term benefits associated with employee training and development make a difference. The short-term expense of a training and development programme ensures you keep qualified and productive employees who will help your organisation succeed. That is an investment you can surely take to the bank.

Paul Nyausaru is an HR Practitioner and leadership coach. For all your HR interventions and leadership development training you can get in touch with him on WhatsApp/call +263774062756 or Email pnyausaru@gmail.com