1. When You Have to Teach Them a New Skill

In many cases this is the most obvious scenario when you have to train your employees because of some to change to processes, products or regulation. In such circumstance there is a twin challenge of training in the new way of doing things, the technical side if you will, but also the need to get buy in from the workforce in a way that they will embrace the change. In addition you may have to train both the internal users (your employees) and external users (vendors, third-party service providers, etc.) which brings another set of challenges to be met.
However, perhaps the biggest area is with new employees (Induction) who have to be trained in the policies, procedures, technologies, and know-how of a company to help perform their duties effectively.

However, companies are known to postpone these training sessions until the time they have several new hires that can be trained in a batch. This means that during the interim period, some new employees start working at their jobs with inadequate knowledge or skills. This is risky for a business. At other times, companies are compelled to arrange for ad hoc one-on-one training sessions, which can be costly and can result in inconsistent messages being delivered.

2. When Employees Lack Basic Skills or, Don’t Know How to Apply Their Knowledge

There are situations when an employee doesn’t know how to operate certain machinery, or carry out routine tasks that is expected of them – in short lacking basic skills. This clearly needs to put right quickly through remedial training and/or performance management. However, it should also be encouraged to find out what led to this situation arising in the first place. For example:

Poor recruitment and selection process
Flawed policies & procedures
Poor support infrastructure

Of course, an employee may have the basic skills and knowledge but lacks application to carry out their roles effectively. This is a more complex problem and may involve a combination of training interventions couple with an effective performance management programme. The question for employers here is, are your managers sufficiently skilled in managing performance?
Investing in ongoing training for employee learning and development is a great way to close these skill gaps that tend to destroy business efficiencies while also boosting employee motivation to advance further in the company.

3. When You Have to Address Skill Gaps within the Existing Workforce

Sometimes employers think that the only option when addressing a skills gap issue is to recruit externally. However, it is often the case that within your organization there are talented employees who can be trained to take on additional responsibilities or learn the required skills of a higher position. This let’s you address a skill gap without searching for the perfect external candidate (who doesn’t exist anyway)to appear and then spend time and effort to make him learn your company culture and policies and procedures which an existing employee already knows.

4. When Your Company Needs to Improve Performance

In an increasingly competitive market place with ever changing market conditions, increased customer demands and new technologies organisation are having to raise performance standards like never before.
This means upskilling your workforce through learning and development programmes that will bridge the skill and/or knowledge gap.
For example, enhancing quality standards or implementing a new customer service approach.

5. When Your Employees Have to Meet New Compliance Regulations

Along with globalization, competition and increasing demands for organisations to operate with transparency and good governance comes more and more regulation.
New legislation or policies demand training for employees so that they can comply with the standards and businesses does not risk falling foul of the law that might bring sanctions and financial penalties.

This is not an exhaustive list and other signs that your workforce may need training & development include:-

Increase in Complaints
High Staff Turnover – recent
Dip in staff morale

Remember, it is the responsibility of the senior teams in organisations to be alert to changes in those factors – external and internal – that can impact on workforce effectiveness and to ensure robust procedures are in place to offer the necessary support and training in a sustainable and ongoing way.

For more information on how we can help in developing your training & development programmes contact the Leadership Team at grow@leadershipteam.info