For or against the training of staff at a low level?
About a month ago, a company with few outlets for groceries, contact with me to do recruitment for announced their vacancies. After discussing details and their requirements, I start a search candidates.
When I was ready, I sent to my client several CV, on people that I think would be successful for advertised vacancies.
After a week I was informed of their HR department that the positions are already occupied, but they have another free position in their department and would like to meet some of the candidates that me and my company find.
I called the chosen candidates and explained to them that the positions ( “Operation Manager” and “Manager shop” – 3 pcs.), already employed, but they are given a chance to work in the “Human Resources department”. Of these, only one of the candidates decided to go for an interview.
At the appointed day and hour, my candidate had appeared for the interview. I asked him, when interview completed to call me, to hear his impressions and to gather some more information for my new client. The same request was made to the head of HR department.
Perhaps it had been about 20 minutes, from how he started the interview and got a call from him.
Overall, he told me that to him were addressed several questions of a personal nature that were related to transport to his new workplace. On his professional qualification was not asked anything. And the story begun by the HR department, what will take place future obligations.
The candidate listened carefully entire story and asked the following: “A staff training do you do?” And here everything according to his words wrong. The woman changed and looked at him sternly and immediately changed her tone. Her answer was: “Yes we do. We use an outside company and only for the management team. For sellers in our stores – not. They are only sellers and they do not need training. ” The candidate is surprised and he just said “OK” . After a few minutes, the interview ended and agreed that he would receive feedback from them.
After I close phone with him, I was sure what is the outcome. Over time he had received e-mail, they opted for another candidate.
A little later in the day I heard with my clients to understand their impressions. Heads of Human Resources department was outraged by my candidate. Explain briefly, how can a person wants to work in the “Human Resources” to think about training of lower staff level as were their sellers. Words and quoted by me were: “They’re only sellers!”
Personally, I was also shocked by her explanation. In the same conversation I was informed that the terminated business relationship with me. Somehow I rejoiced when I heard those words.
Whether you need to invest in staff at lower levels or not? To what extent must be investment in their training? Here are some of my arguments as standing firm on the position that regardless of the level in the hierarchy of who is an employee, organization for which he works, should invest in them.
1. In the organization invests in her employees have less staff turnover – as Sir Richard Branson says: “Train people well enough so they can leave, treat them well enough so they do not want to. If you look after your staff, they ‘ll look after your customers. It’s that simple. “ The words of millionaire prove unequivocally that a company that cares about her staff and invest in their development has a permanent staff that has no intention of leaving. This in turn leads to reduced costs and demand of new staff.
2. Encourage employees and placing them in the first place – for the above, the important factor is the staff to be happy, which in turn leads to happy customers. Even in the 21st century, few companies still not understand the power of their staff. In quest to achieve good financial results and not lose customers, they forget about the wishes and needs of their staff. This in turn leads to the opposite effect. An organization should strive to encourage them employees. Now the leading specialists in management and human capital management, has more focus on trend and development on theories in which financial satisfaction on officials is important, but more – important is attitude on management to them. If take for example one salesperson or a waiter in his job description will wrote: “Be smiling, you must to be concerned, dedicated …” This is only a requirement, but if management is take care released time for talks with their employees to them encouraging for their work, requirement recorded in job description completely changes its meaning.
3. The organization invests in training its staff, create a future – if a waiter has not passed training on food offered by the restaurant, how he will generate higher profit? Here management, must be focus on learning about technology for food preparation, temperature requirements, what is the taste. Thus, a waiter goes to the client there will not be regular, “What do you want?”, the question will be pointed to offering and sell: “Can I offer you …” Thus, the restaurant will generate more revenue and more customers. Another aspect which could also be emphasized is training in negotiation, communication, customer care, etc.
4. Staff training leads to growth in the hierarchy – many companies as referred, like this company quote in this article, still support the idea that education should be directed only to the managerial staff. This perception is wrong by any part. Assuming that part of your staff need help to improve their technical knowledge, invest in their training. Thus, they will be more productive and thus the risk of errors that generate financial loss is smaller. Plus here it comes from the fact that employees who have received such training, may be they have a chance for advancement in the department where they work. This is not just a training within a few hours or a few days. Instead, I talk about training that is a months, which include continuing self-education, and only servants, only who are willing to improve their skills and show envious results.
5. Organization investing in the training of her staff, creates a culture of communication, trust and loyalty – this point appears as a summary of the above. It is important that your staff know that their manager, department and the entire organization are thinking about them and are willing to assist them in their job. That they are importance for you. Important here is the staff to feel free communicate with leadership and express their ideas and desires. Thus, employees will be loyal to you and will give everything from himself.
Training and desire for self-improvement is part of our lives. Undisputed is the fact that not everyone has that desire. Some of us tend to be where they are in their “comfort zone.” But on their part, and leadership that claims that staff at lower level in the hierarchy, no need training, is leadership that thinks “with yesterday’s methods can drive today and to be in the business environment tomorrow.”
I’d love to hear what your policies for training and what proportion of staff cover.
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