It is promulgated that the major concern of employers is the productiveness of their staff. Those who share this view are conscious of the fact that stark reality suggests the bottom line is what primarily matters.
If this thinking characterizes how employers think and act in the management of their enterprises, where there is little regard with respect to empowering employees and upgrading their abilities, skills and competencies, it means that there is little chance of their improving their overall performance and/or output.
It is expected that at the time of recruitment, employers should commence the phase of educating their employees. Orientation is designed to provide insights of the expectations of employees and to introduce them to the policies, procedures, rules and regulations of the organization.
Basically, this orientation is intended to introduce employees to the culture of the workplace. It is shortsightedness on the part of those employers who do not see the importance of providing a proper orientation for employees.
In linking the value of education and training, employers ought to calculate the benefits of providing opportunities for these take place. It should be clear to employers that by providing education and training, they are in fact investing in their employees, whether they are new or old. Education and training of employees are critical to the employee’s productivity and the overall success of the enterprise.
It is a fact there are employers who opt not to offer training to their staff members, or find it difficult to release them from their duties to attend training workshops or seminars. Those who are so minded are seemingly not aware that their actions stand to retard the growth and progress of the business or organization.
They are obviously not conscious of the fact that both education and training helps to better inform employees and
to equip them in doing their jobs.
Whilst employee performance is important, it is also matters that the education and training can specifically contribute to better customer service, safety and health practices, staff motivation, building staff morale, and to staff retention. The importance of the latter is to be underscored, from the point of view that the investment made in education and training is usually directed at building the capacity of the organization and developing its human resources.
It has always been said that knowledge is power, and since this is an absolute benefit that extends from education and training, both employers and employees should have a vested interest in them.
It is to be taken into consideration that this exposure plays a significant role in the career development of employees. The fact that workers have been exposed to education and training which empowers them, employers should want to retain the services of their staff. From both the employer and employee perspective, the upgrading of knowledge, skills and competencies are critical to accessing promotional opportunities which are available from time to time. The problem comes when there is not the inclination to offer proper remuneration.
The absence of increase remuneration and recognition can be a turn-off for employees. The allocation or the selection process relative to training in particular can even be the source of contention between management and employees. This in turn can sour the employer/management-employee relationship, and could also filter down to cause employee dissatisfaction and division. Employers should be cognizant of the fact that by investing
in their employees through education and training can assist in ensuring employee loyalty.
There is every good reason that ongoing education and training should be part of the work experience. This exposure can assist workers in their decision making, and in promoting and negating actions that lead to workplace violations, or that compromise the health and safety of fellow workers.
(Dennis De Peiza is labour management consultant with Regional Management Services Inc.
Visit the website www.regionalmanagement services.com
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