In today’s rapidly evolving business landscape, organisations are facing increasing pressure to adapt to new technologies, changing market trends, and shifting customer demands. To stay competitive and succeed in this environment, companies must rely on the skills and expertise of their employees.
However, finding and retaining talented employees is not enough; organisations must also invest in their employee’s growth and development to keep them engaged and motivated. Skill-based career development is vital to achieving this goal. This article will explore the importance of skill-based career development for employees and how it can contribute to creating a successful workplace.
Why investing in employee skill development is essential for company growth?
Employment retention has always been a pain point for a company. Despite the recent headlines about layoffs, employee retention challenges remain a pressing issue for many organisations in the aftermath of the pandemic. In particular, talent development professionals are struggling to address skills shortages and mitigate the risk of turnover among key personnel.
Growth has a different definition than promotion. So, it’s essential to acknowledge and support employees when they take steps forward, whether by acquiring new skills, taking on challenging projects, seeking guidance from coaches or mentors, or expanding their professional networks. Simply engaging in learning activities can help foster personal growth, progress, and flexibility.
What skill-based training for employees must modern organisations invest in?
Almost 70-75% of employees leave their current company to find a job opportunity in a company that invests in employee development and learning. Some skill-based training can be offered to employees to enhance their knowledge, skills, and performance. The specific types of training will depend on the needs and goals of the organisation and its employees.
Technical skills training
This type of training provides employees with the skills and knowledge necessary to operate technical equipment or perform technical tasks. For example, software training, machine operation training, or technical writing training.
Soft skills training
This training focuses on improving employees’ communication, leadership, problem-solving, and teamwork skills. For example, conflict resolution, public speaking, or time management training.
Compliance training
This type of training ensures that employees are aware of and comply with regulations and policies in their industry or organisation. For example, sexual harassment, workplace safety, or data privacy training.
Sales and customer service training
This training gives employees the necessary skills and knowledge to interact with customers and close sales. For example, customer service, sales negotiation, or product knowledge training.
Leadership and management training
This training gives employees the required skills and knowledge to manage teams, departments, or entire organisations. For example, team-building, conflict resolution, or change management training.
Diversity, equity, and inclusion training
This training gives employees the skills and knowledge necessary to create a more inclusive workplace. For example, unconscious bias, cultural competency, or allyship training.
How can organisations invest and arrange skill-based training to improve their career growth?
Organisations can invest in and arrange skill-based training for their employees in several ways to improve their career growth. Here are some strategies that organisations can use:
Conduct a skills gap analysis
Before investing in any training programs, it’s essential to assess your employees’ current skill set and identify any existing gaps. Once you have identified these gaps, you can then determine which skill-based training programs would be most beneficial for your employees.
Provide access to online training platforms
There are many online training platforms available that offer a wide range of courses and programs. Providing employees access to these platforms can help them develop new skills and stay up-to-date with the latest trends and technologies in their field.
Hire external trainers or consultants
Organisations can hire external trainers or consultants to provide skill-based training to employees. It can effectively bring in outside expertise and provide employees with a fresh perspective on their work.
Develop an internal training program
Organisations can develop their own internal training program to provide employees with the skills they need to excel in their roles. It can include creating a training curriculum, developing training materials, and assigning internal trainers to conduct training sessions.
Encourage employees to attend industry events
Industry events, such as conferences, workshops, and seminars, can provide employees with valuable opportunities to learn new skills and network with other professionals in their field.
Provide mentorship opportunities
Pairing employees with experienced mentors within the organisation can help them develop new skills and gain valuable insights into their work. This helps by creating an opportunity for the employees to assess their career goals and choose plans aligned with their goals.
Ending notes
Investing in employee development can ultimately drive business success and prosperity in the long run. By investing in skill-based training, organisations can provide employees with the tools and resources they need to grow and advance in their careers. This, in turn, can lead to increased employee satisfaction, improved retention rates, and a more skilled and knowledgeable workforce. Thus, employees’ career development plans not only help in their career growth but also pave the path to a company’s success.
