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22/03/2002
Companies advised to reassess training schemes
A report issued by the Department of Education and Skills has stated that most medium to large sized firms provide off-the-job training - but advisory firm Arkadia-HR has warned that companies could be wasting money on schemes that do not address individual needs.
The Learning and Training at Work 2001 report, as released by the Department of Education and Skills, details that 93 per cent of employers with 500 or more employees provide off-the-job training, and three out of four employers who funded or arranged off-the-job training in the previous twelve months had a member of senior management responsible for training.
However, Dr Roland Tarleton, director of Arkadia-HR, explained: "Training should be an integral part of an employee's career, but too many individuals progress through a rigid training programme that can be ineffective. Our experience shows that the businesses that will have the best success in retaining and developing key employees are those that focus in on the individual and then develop a training programme around their needs."
Dr Tarleton advises that companies should perform an objective assessment of what intrinsically motivates each individual employee, and the type of situation in which they will thrive. He cited the example of the high flyer, who was likely to thrive when empowered and allowed to drive their own development.
He added: "Organisations should aim to get employees' training requirements right from the outset. There is no standard formula that can be applied universally across the workforce. Employees cannot be sent through the same system with the expectation that they will emerge with the same skills and 'fit' into their role."
(CL)
The Learning and Training at Work 2001 report, as released by the Department of Education and Skills, details that 93 per cent of employers with 500 or more employees provide off-the-job training, and three out of four employers who funded or arranged off-the-job training in the previous twelve months had a member of senior management responsible for training.
However, Dr Roland Tarleton, director of Arkadia-HR, explained: "Training should be an integral part of an employee's career, but too many individuals progress through a rigid training programme that can be ineffective. Our experience shows that the businesses that will have the best success in retaining and developing key employees are those that focus in on the individual and then develop a training programme around their needs."
Dr Tarleton advises that companies should perform an objective assessment of what intrinsically motivates each individual employee, and the type of situation in which they will thrive. He cited the example of the high flyer, who was likely to thrive when empowered and allowed to drive their own development.
He added: "Organisations should aim to get employees' training requirements right from the outset. There is no standard formula that can be applied universally across the workforce. Employees cannot be sent through the same system with the expectation that they will emerge with the same skills and 'fit' into their role."
(CL)
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