Often, when employers hear about on-the-job training, the training pertains either to general knowledge or to policies and procedures that are unique to the company. Skill-based training is somewhat different — it focuses on how to do something specific and results in a learned skill that can be put to immediate use. Here are some examples of how this training mechanism can be used:
This type of training is beneficial for most companies, but since good courses are often, but not always, an investment, HR professionals should focus on where they can maximize value. Two types of employees come to mind as the best candidates: those who want to succeed but are struggling to meet expectations, and top performers who you feel might be a flight risk.
For the strugglers, your clients must first find out what they need to learn to reach their potential. Are they spending way too much time trying to figure out Excel on their own? Are they a new manager that doesn’t know how to coach? Giving these people access to skill-based training could make a huge difference in both their efficiency and happiness—as well as your clients’ bottom line.
The high achievers, on the other hand, should be asked what they want to learn. Likely, they’ve already thought about next steps at your organization and in what new ways they could contribute. Your clients should give them a chance to shine! Their investment in their employees’ futures won’t go unnoticed; employees who receive training are more likely to be engaged and less likely to leave.
Whatever your clients’ training strategy, Learn is here to ensure compliance, reduce risk, and drive engagement. Our extensive course library covers topics from employee onboarding and workplace safety to harassment prevention and cybersecurity. Expand your offerings through a partnership with ThinkHR. Request a consultation today.