So... you are sitting there in another training class and all you hear is, "blah, blah, blah, and more blah." It's the same old song! We have all been there, believe me. The instructor states the objectives of the course and why your organization chose to provide the training. It seems to be generic and something you have heard over and over again. In the back of your mind you are thinking your organization is just covering their rear end in the event someone does something wrong. At LaPonda J. Fitchpatrick we get it.
But...what if we told you a different story. What if we told you that the purpose of training is not just to cover your organization’s behind parts. What if we told you that the real purpose of training is to:
Improve your skills as an employee;
Make you more marketable to your employer;
Improve your working relationship with your cohorts;
Make doing your job easier;
Improve your earning potential;
Make your supervisors and others more confident in you;
Improve your self-confidence;
Make you more likely to promote;
Improve your visibility within your company; and
Make you want to stay with your company.
Fantastic statements, huh? And, the great part about it is the fact that it is all true. Oh, we left out one more important statement...YOUR COMPANY WILL BE MORE PROFITABLE! Ever heard of the term “Human Capital?” It sounds rather sterile and impersonal; as if humans were just simply machines to be improved upon for discretionary use of an employer. In many ways, that is what an employee is; and, that is actually okay.
Did your eyes just pop out of your head with that last statement? Probably, but don’t stop reading yet.
Investopedia defines human capital as “A measure of the economic value of an employee's skill set. This measure builds on the basic production input of labor measure where all labor is thought to be equal. The concept of human capital recognizes that not all labor is equal and that the quality of employees can be improved by investing in them. The education, experience and abilities of an employee have an economic value for employers and for the economy as a whole.”*
A company cannot operate without capital which means they cannot operate without you! As long as employees are treated with respect, dignity, and fairness, increasing your skill set and then requiring you to use this new knowledge to further the company’s bottom line is not beyond the scope of being an employee.
But, wait a minute! That’s not what you thought you were going to hear, was it? Employers are supposed to be evil, money hungry, employee-hating organisms that only care about their profits or losses. They don’t care about the little guy slaving away in the salt mines; and, these little guys hate their jobs! Hmm...
According to the Society for Human Resource Management (SHRM), in their 2013 study of employee satisfaction, 81% of U.S. employees reported overall satisfaction with their current job, which was unchanged from 2012** One of the most significant markers in this survey is the increase in employee satisfaction as it relates to job-specific training. Up from 34% in 2002 to 40% in 2013. The survey also saw a small up-tick in organizational commitment to professional development which inched up 2% from 2012 to 36%. Employers are recognizing the need for professional development and training. Smart, knowledgeable employees are an asset and a decreased liability. Again, we are talking about that human capital thing.
So, what is the purpose of this little article?
To show how relevant, comprehensive, and effective training, training, and more training is the key to success as an employee and as a company. Through our training design and delivery, LaPonda J. Fitchpatrick wants to help the employer and the employee increase their bottom lines.