As the business world is constantly changing, organisations need to either recruit the talent required or keep their employees skills up to date in order to stay a head of the competition. Whether the training required is carried out by internal trainers or external training providers, the benefits of training employees are well documented:
Benefits of Training
- Competitive advantage – skilled employees help keep a company at the forefront of business and technology advances, and the increased effiency helps keep ahead of the competition
- Improves employee morale & loyalty – training is an investment in developing the skills of employees; investing in staff increases their feeling of value and self-worth
- Cost effective – more cost effective than recruiting new talent with the skills needed
- Increases productivity and motivation – training provides structure and techniques to help employees work more efficiently, which in turn increases productivity and motivation
- Lowers recruitment and training costs – reduces staff turnover and means skilled employees are retained
The benefits of training are pretty clear, but just how far do we really need to take training? Once the basics are in place and experience has been gained in a particular field, is it really necessary to go on and train for additional qualifications such as IT certifications for example? In this extract from Computer Weekly, Matthew Poyiadgi, European VP at CompTIA explains why he believes experience only counts for so much: IT is a huge subject and advancing or transitioning means learning new skills. Companies have expertise in house, but if they want to use IT to expand or sell in new areas, they need to bring in new skills. This means either training, or hiring people who have been trained and certified. There are so many certifications because IT is varied and different people need different skills. As technology develops, new courses will be launched, old ones updated, and some will fall by the wayside. Industry certifications are designed to assess the skills that industry says it needs. If there is no need they will not be developed. The question is not ‘are there too many’, it’s ‘which is right for me?’ You’d expect your doctor to regularly update his skills, so why not IT? After all, IT is changing at least as fast as medicine, probably quicker. Your customers, like a doctor’s patients, will want to work with the best.