Why Are We Spending Money on Training?

Posted on August 31, 2011 by TNS Consulting Team (via Scott Spayd)

Organizations are currently trying to cut costs wherever possible.  Unfortunately, training falls into the category of budget cuts.  Many organizations believe that training is not very beneficial and can be conducted on a lower-level.  However, organizations are not realizing that training has time and time again been strongly correlated with high performing employees.  Train employees how to complete a task and his or her performance will increase. 

Let’s say you are in charge of training at your organization, but are having a difficult time convincing your organization that training is worthwhile.  While it may be challenging, you will need organizational support in order for training to run successfully.  Therefore, you may have to point out some important reasons for training.  First, training is necessary for new employees.  Although this seems obvious, many organizations fail to assimilate new employees into the organization properly.  Every organization has unstated policies or norms that current employees are aware of.  Even more important is the effect of retention in training new employees.  Think back to previous jobs and the new employee training you received.  How did the training shape your first opinions of the organization? New employees who feel their training was poor will likely feel that the organization is not vested in employees.  When organizations go above and beyond, new employees pick up on this and can quickly develop a sense of organizational commitment. 

We are all well aware of the changing world that we live in.  A piece of technology that is popular one day will quickly be replaced with new technology. Therefore, training is necessary for employees to stay up-to-date on the latest technology that the organization is utilizing.  The farther behind employees fall with knowledge on technology, the harder it becomes to train employees.  Training may have to be adapted depending on employee demographics and comfort levels with particular pieces of software or other technological devices. 

The rapid technological revolution has also provided organizations the resources to become global organizations.  For example, several large organizations in the United States send employees to other countries throughout the world.  Organizations cannot assume that sending an American employee to another country will be an easy transition.  Therefore, cultural training is a great way to prepare employees to work internationally by providing him or her with the tools to understand different cultures. 

Lastly, our economy has shifted greatly over the years into a customer service based industry.  Organizations compete against other organizations.  In order to be the best organization against competing organizations, training in customer service skills is extremely important.  It is not difficult for a customer who feels they have been treated poorly to walk next door to the competitor and take their business elsewhere.  Because there are so many organizations that provide the same service, it is training that can help the organization stand out among others. 

Have you ever had to convince your organization that training is worthwhile? How did you accomplish this?

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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