New research from C. Jeffrey Waddoups, an educator in the Economics Department at the University of Nevada NEVADA, proposes there has been a sharp reduction in employee training over the 2000s — nearly all it well before the fantastic Recession. That is sad news for some reasons.
The fantasy that employees can somehow get skills without training, by themselves or from the federal government, remains a fantasy. Even if we believe there are good replacements for workplace training, they aren’t happening.
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How come educating a workforce important? For managers, the best objection about potential candidates is that they don’t really have the proper abilities. But how does one educate and train a workforce that’s more easily distracted than ever before?
For a few companies, the answer is short digital-learning sessions that are offered at employees’ convenience. Rather than likely to a brick-and-mortar building or going for a correspondence course, employees may take courses online. There are courses that cover every imaginable topic for advanced certification, and there are basic certification courses to greatly help new and budding employees aswell. The stigma for online training has changed, too. That which was once seen as a poor man’s way for obtaining a skill is currently a golden industry standard.
Traditional training models involve employees being trained by a supervisor, then being set free if they are deemed ready. There are way too many variables to this. How will you ensure one individual will train a fresh hire the same manner again and again? This conundrum is magnified when multiple supervisors enter the equation.
Online training ensures consistency. In addition, it limits excuses. Whereas a worker can always blame shift with their supervisor when met with their performance (I was never trained that way), it isn’t possible with online training. All training is consistent.
Yet, it really is interesting to note that lots of employers aren’t completely sold on the idea of online training as a company paradigm. As much as 50 percent of these believed that in-person training in conjunction with online training would yield greater results, as revealed in a 2015 survey conducted by InterCall. It appears that while an online-training model shows great promise, employers remain wrestling with buy-in to a degree.
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Based on the U.S. Bureau of Labor and Statistics, millennials already represent a lot of the workforce, and by 2030, they’ll comprise 75 percent of it. That stat should bring hope — not heaviness. This generation is familiar with learning within an online environment. While older generations might provide a little bit of resistance to online training, millennials already notice as normal and accepted. This makes employee online training an excellent model when trying to attract a younger workforce.
Beyond these three, there is one great reason to consider online training: It saves money. That is one area where one can live green and really make a dent in office / training supplies line item on your own budget. Plus, the amount of money spent with online training could be maximized to compound efforts by training employees in groups.
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The very best part? The training will not have to be supplied by your company. By contracting out with other online training providers, you can make sure your staff are trained by a few of the top professionals in your industry. That is a terrific way to increase productivity and improve employee skill. That’s what it really is about anyway.