Chronicle Editor
Fredrick Qaphelani Mabikwa
In the world of organisational excellence, training and development stand as critical pillars. Despite this, it’s disheartening to observe some CEOs overlooking the significance of these components.
Often, when financial constraints arise, training departments bear the brunt of downsizing, sometimes being completely eliminated.
This is a short-sighted move, particularly in Government and quasi-Government entities where initiatives like the Integrated Results-Based Management (IRBM) Programme are underway.
Such programs, which hinge on training and development, are essential for monitoring and evaluating performance through comprehensive online systems.
Employee training and development are not just about compliance; they’re about enhancing job satisfaction, boosting productivity, and securing talent retention.
By investing in the workforce’s continuous learning and growth, organisations not only pave the way for individual career progression but also ensure the collective advancement of the company.
Addressing performance gaps is another domain where training and development shine.
Whether it’s acclimating employees to new machinery or updating them on the latest financial management trends, tailored training sessions can bridge these gaps.
By pinpointing specific areas for improvement, organisations can design training that meets both group and individual needs, fostering a more adept and capable workforce.
A strategic approach often adopted by organisations is conducting a Training Needs Assessment in the year’s final quarter.
This process involves soliciting input from all departments to craft a Training Calendar for the upcoming year. Such assessments pinpoint both individual and group training requirements, focusing on areas of weakness that need reinforcement.
Regular training programs derived from this calendar empower employees to fortify their skills and knowledge, thereby optimizing their performance and, by extension, the organisation’s productivity.
As workplaces continually evolve, the onus falls on the organisation to ensure its employees’ skill sets keep pace. After all, an organization’s productivity is inextricably linked to the proficiency of its workforce.
My journey through six diverse organisations has revealed a common oversight: training programs often cater predominantly to middle and senior management, leaving the lower echelons—skilled and semi-skilled workers—on the periphery.
This creates a dichotomy within the workplace, a divide between ‘them’ (management) and ‘us’ (the majority), where professional development seems reserved for the upper ranks.
Yet, research underscores the value of comprehensive training programs that include all employees, fostering a sense of belonging and satisfaction across all levels.
When organisations demonstrate a commitment to the growth and development of every team member, the result is a more engaged and motivated workforce.
Effective training, therefore, must be purposeful and tailored to the specific needs of the employees, ensuring the knowledge imparted is practical and applicable.
Consider the transformative impact when an organisation includes its gatekeepers – security and receptionists—in public relations training at an external venue.
The excitement and sense of inclusion are palpable.
I recall my time with an international NGO where, at year’s end, the entire staff, from the Country Representative to gardeners and drivers, gathered at a resort for team building.
This event, eagerly anticipated by all, symbolized unity and equality within the organization.
Well-trained employees require less supervision and can independently navigate workplace challenges.
They are self-driven, proactive, and aligned with the organisation’s vision. Beyond technical skills, training in soft skills like customer care and public relations is crucial.
It elevates professionalism, which customers quickly recognise, leading to improved satisfaction, loyalty, and a stronger market position for the company.
A successful company retains its talent. One of the most effective retention strategies is a robust training and development program that instils a sense of value in employees, fostering loyalty and enhancing retention.
Investing in the professional development of employees is not just beneficial for them; it’s a strategic move for the organisation, as well-trained staff are prepared to take on greater responsibilities, making it a cost-effective approach to growth and success.
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