Why should I train my workforce

1) Why should we train high-turnover workforce?


Over a period of time in business, visions change, strategies change, philosophies change; and so do people!

People form a workforce and workforce runs the complete business-engine. The overall performance of the workforce is subject to change; as people come in and go out for several personal and professional reasons; driven by their monetary needs, personal aspirations and growth-appetite. Such high unpredictable, fluctuations in workforce productivity due to the mobility of people in the firm can be significantly controlled by hiring the right people, for the right job at the right salary and providing them with the right training.


It is important to provide your people the right training that facilitates their overall development, accelerates their growth and helps them stay aligned with their long term aspirations. Though such efforts to control, sporadic fluctuations in workforce productivity are necessary, one should not forget that change is good! When new people come into the firm, they also bring in fresh ideas and different experience along with them. It keeps the firm on its toes in a highly competitive environment. Good management helps moderate staff turnover and saves high recurring cost of recruitment.


2) How can we offer Continuous Education Practice?  


Continuous Education Practice (CEP) is a concept that is consciously devised to achieve both professional and personal development of employees. Here are few popular learning methods that we can use to implement CEP. 


  • Learning from seniors: this is the cheapest of the methods of transferring knowledge; but it is slow and not very effective unless the transition is coherent.

  • Modern management has replaced this method by a more powerful one called ‘Mentoring’. It is more powerful than a traditional teacher/student methodology. Mentors are influential with their subjectivity and intellect; and often provide spiritual, emotional or financial counselling for their students. 

  • Internal team building: This method is an ideal “enabler” that creates an environment of sharing within the team and facilitates learning from other team members. Off-late, many firms have adopted this method and built teams comprising of architects, engineers, design managers etc.

  • Professional Training: To meet the firm’s goals and objectives, periodic lectures and training programs can be designed for the overall benefit of the employees. For example, CAD operators can be trained for new versions of the software and management staff can be trained in various soft skills requried for their everyday tasks. 

  • Trade publications: This is one of the most proven methods for staying up-to-date. Today, Information is available in various forms like websites, blogs, videos, podcasts, discussion forums etc. All Information is just  “Google” away, available at your convenience, at low cost and at high speed. Only threat here is the information overload may defeat the purpose of training.

  • Conferences and seminars: These are excellent opportunities to build one’s professional network, brainstorm with peer group and foster healthy relationships with the fraternity. These are healthy alternatives that complement other methods of online-learning and offline self-study. 

  • Books: Books are radically distinctive and unparalleled. E -Books are a new trend becoming widely acceptable. No matter what the medium, technology will not affect the importance of reading and appreciating the minds of great people. Investment in a physical or a digital library has a higher return than anything else. 

  • Helath education: Healthy employees keep the firm healthy. The firm can think of appropriate programs like health care, leisure tours, yoga classes, team building games, emotional counselling etc. to add professional-maturity and overall growth.


3) How do we know that training is helping our staff?


Knowledge is Power. 

Power generates Confidence. 

You can measure the impact of training by observing reflective behaviour of employees in day to day activities like working with co-workers, coordinating with clients and consultants, work ethics, improved intrinsic skills, creative and analytical thinking, etc. Learn more about measuring return on investment of your training programs: here.



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