At the end of the day, by making learning personalized and relevant, business leaders can foster employees that are better at their jobs and more engaged as a result.” With unemployment at 3.8%, it’s really tough for employers to find talent nowadays.
Not every small business has productive development programs in place—but these programs can be very beneficial to your business.
She provided some useful advice on how companies can setup their own effective training program: #1 – Setting Goals and Objectives Often a training program is ad-hoc or about checking off some boxes – which often leads to mediocre results. This is why the first step is to setup concreate goals and objectives.
“Organizations must ask themselves what business impact they're hoping to achieve through training,” said Shelley.
But there is another issue facing employers: finding employees with the right skills.
More than 82% of middle-skill jobs need digital abilities and over 7 million job opportunities require some level of coding expertise.
But depending on the situation – and the importance of training – there may be someone else who will take the role. #3 – Executive and Founder Buy-In A successful training program needs the involvement of the executives.
“By demonstrating support of a learning mindset, stakeholders can give employees the confidence to fully embrace training and development,” said Shelley.
With unemployment at 3.8%, it’s really tough for employers to find talent nowadays.
Keep in mind that there are more job openings than there are people who are unemployed!