How Training in South Africa Helps in the Retention of Employees
Important Aspects of Training
How training needs are determined, how training is viewed by employees, and how training in South Africa is delivered and monitored becomes critically important issues in the organisation. Training, trends and methods for gaining knowledge, other than traditional classroom training, such as coaching and mentoring, will become extremely important. Orientation of new employees is an important issue in helping new workers make a significant impact in their new job. Training in South Africa that helps each employee grows their skills and knowledge to better perform their current job is longed-for as a benefit to the workers as well as the organisation competitive advantage. Training in South Africa also increases employee loyalty, and thus retention, and helps you attract the best possible employees. Transfer of training from the training provider, whether online or in a classroom, to the job, is also increasingly reviewed as you invest more resources in training.
Learn the approaches that will guarantee a return on your investment and by doing so ensuring employee loyalty. Organizations are increasingly asking for monetary justification that the training provided produces results – be prepared to demonstrate your results. These results can be demonstrated by the return on investment that training has achieved.
In looking at properties and organizations that have high levels of retention, there are three keys areas they targeted for their training resources:
• Develop and implement a successful new employee orientation programme. According to John Sullivan, from San Francisco State University, a world-class program has several key elements: it makes the first day a celebration, involves family as well as co-workers and makes new hires productive on the first day.
• Have an end picture in mind. When describing the results required by an organisation it is best to state the end results before you begin a task of achieving it. The same should be done with employees training needs. Rather than waiting for employees to design a career development plan, organisations need to be developing career paths during new hire orientation, and then provide the specific training to achieve those goals. This is the only way we can be sure they know the options that lie in front of them and that the organisation is being open and direct to employees.