Login options

How to Ensure a Passing Grade for Training and Development

Too many managers view training as a luxury, not a competitive and strategic necessity. "What if we train our employees and they leave?" they ask. Well, what if you don't train them and they stay?

Are you one of those managers who looks at training as a nice-to-have instead of a must-have? Do you talk the talk, but when push comes to shove, training gets pushed aside? To assess your commitment to training, see how many of the following statements hit too close to home:

  • Training gets in the way of getting the job done.
  • I believe in training as long as it doesn't take me or my staff away from "important" tasks that must get done.
  • I can't tell you the last time that any member of my staff or I attended a training or self-improvement course.
  • I can't show you an upcoming schedule for my personal and staff training. In fact, my answer is generally, "What schedule?"
  • I look forward to training so I can catch up on my to-do list.
  • My company has no clearly articulated philosophy on the value of training. Even if they did, I wouldn't be able to produce a copy.
  • If we are forced to go to a training session, we almost never discuss the content in our staff meetings. Out of sight, out of mind — that's our philosophy.
  • There is no way to link our success to our investment in employee development.
  • When, and if, we get around to conducting performance reviews, we don't consider the completion of training important.

If you've used or heard more than three of these lines, then you've got a training problem. And in today's business landscape, training is not just a matter of survival; it's what separates high performance organizations from those being fitted for a burial suit.

Training is more than just building the skills and knowledge of each individual of your team for their own personal benefit. Companies that have invested in training report the following benefits:

  • Improved recruiting. Today's job applicant is looking for an environment that fosters personal growth and development. For many job hunters, training is every bit as important as the compensation package. Plus, an effective training program allows you to cast a wider net by hiring people with the right attitude. Developing the skills can come later.
  • Higher retention. When people know that a company believes in their personal growth, they are likely to stay with that company for a longer period of time.
  • Better output. The lower your turnover rate, the more productive, enthusiastic and motivated your workforce. Employees will pack their new knowledge and skills into everything they design, produce and service.


But, like any other strategy or investment, simply hanging out a shingle saying "Corporate University" won't guarantee success. Training will be effective only when certain conditions are met:

  • Buy-in from the top. Without a commitment from top management, training will be nothing more than a charade. All layers of the company must believe that training is a process and not a singular learning event. They've got to pony up the cash and be committed to developing a learning atmosphere. But getting support is more than just a line item in the budget. Top corporate leaders must embrace training enthusiastically in corporate communications, business plans and individual performance goals. If personal development is part of the formal appraisal, your staff will know that a direct correlation exists between training, acquiring new skills and their career success.
  • Alignment with corporate goals. Training should fit hand-in-glove with the company's strategic plan. In fact, if the goal-setting is done correctly and stretches corporate performance to new heights, it should be next to impossible to meet the new objectives without upgrading the skillset of your workforce. Training should help employees develop both technical mastery, as well as interpersonal skills such as effective communication, dispute resolution, quality management and team building.
  • Needs analysis. Designing a training regimen should begin with an accurate assessment of what you do well and what needs improvement. Begin by documenting current performance and compare that against what could be. Get help from your team. What are the elements that are holding your team back? What skills do your people lack to do the job? How is their lack of skill and/or knowledge affecting performance? The goal is to demonstrate that with the acquisition of new skills through training, employees will enhance their job performance.
  • Delivery options. There's an old saying, "I hear and I forget. I see and I remember. I do and I understand." Apply this to your learning environment. There are many ways to deliver training – classroom, self-paced instruction, mentoring, computer-assisted and web-enabled, as well as special project opportunities. Choose the most effective delivery method for your team given your objectives.
  • Follow up. After the completion of the training, you must provide an opportunity to apply the skills. People cannot successfully learn the skills without practicing on the job. You also want to talk to each employee to ensure the training was valuable and provided them with the skills they needed. This also provides an opportunity for you to underscore your commitment to training and to solicit any future training needs.

Free Consultation

Team up with Oasis to stay ahead of the game

Request a free consultation to learn how partnering with Oasis can lower expenses and increase profits, while maintaining peace of mind.

Request a Consultation

Featured Videos

VIEW ALL VIDEOS

Featured Content

The Three "Rs" of
Healthcare Reform

We can assist your company as you navigate through the complexity of Healthcare Reform legislation.

LEARN MORE



The major benefit of partnering with Oasis is the availability of great benefit plans and their purchasing power that give our employees a lot more options then we would, if we were to do the benefits on our own.

Matt L. | Country Club Industry

VIEW MORE TESTIMONIALS

I think it’s actually very difficult to find anyone who understands the Healthcare Reform. And the confidence that we have that someone at Oasis and a team at Oasis are actually working on our behalf lets us focus on what we do best.

Matt L. | Country Club Industry

VIEW MORE TESTIMONIALS

[ACA] is the most complex, comprehensive area and we would not even be successful if we tried to hire a myriad of people and spend time and energy trying to understand it. We completely rely on Oasis to guide us as the playing field seems to be constantly changing.

Bob G. | Printing Industry

VIEW MORE TESTIMONIALS

The electronic onboarding is painless and walks you through the e-verification process easily.

Chris R. | Retail Industry

VIEW MORE TESTIMONIALS

The client portal is pretty intuitive and easy to use. I’ve had no issues entering payroll or making changes to employees’ information. The available reports are relevant and easy to tailor.

Chris R. | Retail Industry

VIEW MORE TESTIMONIALS

I have been able to focus more of my time on the business because Oasis has taken the burden of our payroll, complying with all the new laws, the new standards with the health insurance. Oasis deals with all of that. They take care of everything.

Doug F. | Hospitality Industry

VIEW MORE TESTIMONIALS

All of my questions have been dealt with in a very timely manner. I like having dedicated contacts. It allows me to form a working relationship with a couple of people, rather than calling a 1-800 number and being put in a queue for the next available representative.

Chris R. | Retail Industry

VIEW MORE TESTIMONIALS

When it comes to health benefits, all phone reps are licensed benefit specialists- they answer the phone quickly and have strong knowledge when it comes to employees setting up or making changes to their health benefits.

Suzie S. | Retail Industry

VIEW MORE TESTIMONIALS

The expanded portfolio of benefits that we can offer to our employees certainly helps to make us an employer of choice. We feel our total compensation package (pay plus benefits) is competitive to our larger competitors.

Bob G. | Printing Industry

VIEW MORE TESTIMONIALS

I have only positives in regards to the 401(k) – they work quickly, are quite responsive and are always willing to conduct meetings as needed to keep employees informed & updated. Personally, I have benefited from the support in administering changes to my own 401(k).

Suzie S. | Retail Industry

VIEW MORE TESTIMONIALS

I have called on Oasis HR specialists a couple of times for advice on how to handle certain situations. They have done a good job of giving me practical answers. I have confidence in the advice I have received. The customer service level is excellent.

Chris R. | Retail Industry

VIEW MORE TESTIMONIALS

I am a fan of their website- the payroll process is simple and easy to customize, the reports are easy to find and download.

Suzie S. | Retail Industry

VIEW MORE TESTIMONIALS

Oasis is able to keep things real competitive when it comes to insurance and workers’ comp rates have been real reasonable over the years.

Owen L. | Printing Industry

VIEW MORE TESTIMONIALS

Another thing that makes Oasis stand out to me is that their invoice is straightforward and easy to understand. I feel like I have a better idea of where my payroll dollars are going.

Chris R. | Retail Industry

VIEW MORE TESTIMONIALS

I think without having Oasis to rely on, to understand Healthcare Reform, we would be in a very serious quagmire.

Bob G. | Printing Industry

VIEW MORE TESTIMONIALS

In today’s world, especially, she stands out as a shining example of how to treat people and certainly clients. Service is every bit as important as product and she certainly offers gold star performance.

Mary B. | Environmental Manufacturing Industry

VIEW MORE TESTIMONIALS

Oasis staff, especially in the HR section has been real helpful and friendly. They take the time one-on-one, always have good answers and always help you and guide you in the right direction when it comes to complicated problems that might arise with some employees.

Owen L. | Printing Industry

VIEW MORE TESTIMONIALS

The relationship with our HR specialist is very beneficial. She is always there to return a phone call, to bounce an idea off of and to give us advice on how to best handle a situation.

Matt L. | Country Club Industry

VIEW MORE TESTIMONIALS

We have taken advantage of the partnership with Oasis and their purchasing power to offer our employees great plans at very competitive rates.

Matt L. | Country Club Industry

VIEW MORE TESTIMONIALS

When I do need immediate support, my rep is very responsive, well-versed in HR matters and very professional, kind and easy to work with. She is always willing to come out to meet with me if needed and [she is] easy to get a hold of on her office & cell phone.

Suzie S. | Retail Industry

VIEW MORE TESTIMONIALS