Why train your staff?
By training your staff you are clearly demonstrating that you value them enough to invest in their future and the future of your business. This will improve staff commitment, loyalty, motivation and overall Employee Engagement. Couple this with the fact that staff training can directly improve performance, customer service, productivity and profitability and you have a “win win” situation.
Who to train?
Although arguably all staff can benefit from relevant training, it is important to focus your resources on staff that can most directly affect the success of your business. Carrying out a Training Needs Analysis helps you to identify gaps in knowledge, experience or skills, and decide who would most benefit from specialist training.
By training your staff you are clearly demonstrating that you value them enough to invest in their future…
How to train?
Depending on your business, market place and workforce, training can take place in a number of ways. It could simply be “on-the-job” training where you, or experienced members of your team, share skills and knowledge with less experienced employees. Alternatively it might be beneficial to bring in third-party specialists to train individuals or groups (your sales team for example) to improve performance. Or you may have roles that require specific skills or qualifications that can only be obtained by sending individual staff members to outside training centres.
RFHR can help you carry out Training Needs Analysis, provide specialist in-house training, help you source appropriate external training and establish training programmes for individual employees or teams. Just get in touch and we can start managing your training needs today.
A word on Training Agreements…
Providing training for your staff not only improves their performance whilst in your employment, but also increases their value to other potential employers. It can be extremely frustrating to lose a member of staff shortly after putting them through an expensive training course. Although little can be done to prevent this situation, the use of Training Agreements can effectively protect your business against the financial burden of losing a recently trained employee.
A Training Agreement stipulates that an employee must repay the cost of specialist training should they leave your employment (either through resignation or dismissal) during the training itself, or following a specified period. For a Training Agreement to be enforceable there are certain conditions that need to be fulfilled:
- The Training Agreement must be in writing, separate to the Contract of Employment and in place prior to the start of training.
- The Agreement, and why it is necessary, should be clearly explained to the employee prior to training. Make sure that they accept its terms and ensure that they sign it.
- The Agreement should include a sliding scale of repayment, based on how soon after training they leave your employment. Although you can set your own schedule of repayment, it must reflect the actual cost of training and not be an arbitrary sum. If the amount of repayment is not an accurate reflection of the cost of training it could be considered that you are penalising the employee and the Agreement be unenforceable.
- A reasonable schedule of repayment would be as follows:
100% repayment if the employee resigns or is dismissed within 3 months of training.
75% repayment if the employee resigns or is dismissed within 3 – 6 months of training.
50% repayment if the employee resigns or is dismissed within 6 – 9 months of training.
25% repayment if the employee resigns or is dismissed within 9 – 12 months of training.
No repayment required if the employee resigns or is dismissed after 12 months.
- Ensure that there is a clause in the Training Agreement that allows for this repayment to be deducted from the employees final salary at source.
For more information on Training Agreements speak to us today.