Sending your staff to training
Why is it always a RISK?
or
Why is it always a REWARD?
How do you Deal with it?
1. Avoiding
the Fear Quotient
Many companies avoid
sending new hires for additional training for fear that the
employees will take off
with the training or won't pan out effectually as workers. Naturally, many
employers are concerned about the cost of improving their workers. In the long run, though, one must ask which cost will be unremitting. While some training can be pricey, a lack of training and consistency among staff members can be most expensive. It is a matter of prioritising expenses
and thinking long-term.
2. Defining the Objective
In the end, it is up to the
owner to define the objective here. If a lasting investment seems agreeable, it will likely be useful
to take on the considered risk of training new employees. In the long run, most of these situations wind up paying
substantial dividends for employers and
for the company's bottom line. More
skilled workers improve profit margins. Some employers will likely yield to
fear and doubt, however, and may lose workers to better businesses with more faith in their
employees.
Businesses that think long-term are the most successful in the market and turn
the most significant profit. By
thinking long-term with employees,
employers can foster durable relationships that will benefit all parties
involved
(This article was written by Louis Trahan and we have
simplified his message to get this across to HR Managers and Training Managers)
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