Comments on: The ROI For Employee Training Crisis – Where Is the Money Going? http://www.theaccidentalitleader.com/employee-motivation/the-roi-for-employee-training-crisis-where-is-the-money-going The Premier Blog For Learning How To Attract. Motivate, And Retain Top IT Staff Thu, 02 Feb 2012 09:01:13 +0000 hourly 1 http://wordpress.org/?v= By: Dr. Jim Anderson http://www.theaccidentalitleader.com/employee-motivation/the-roi-for-employee-training-crisis-where-is-the-money-going/comment-page-1#comment-240 Dr. Jim Anderson Sun, 10 May 2009 02:40:33 +0000 http://www.theaccidentalitleader.com/?p=27#comment-240 Deresa: I agree! You bring up an interesting point. By rotating training and allowing some employees to become the go-to expert on some system / task, you can boost their job satisfaction. Because they now feel important and realize how they are contributing to the company, their job satisfaction may increase. The manager saves money, get happier workers, and everyone benefits. Now if we could only get that training budget increased... Deresa: I agree! You bring up an interesting point. By rotating training and allowing some employees to become the go-to expert on some system / task, you can boost their job satisfaction. Because they now feel important and realize how they are contributing to the company, their job satisfaction may increase. The manager saves money, get happier workers, and everyone benefits. Now if we could only get that training budget increased…

]]> By: Deresa Claybrook http://www.theaccidentalitleader.com/employee-motivation/the-roi-for-employee-training-crisis-where-is-the-money-going/comment-page-1#comment-239 Deresa Claybrook Thu, 07 May 2009 00:07:33 +0000 http://www.theaccidentalitleader.com/?p=27#comment-239 Good article on ROI and training. As a Human Resource professional I found that training people is never a waste and there really isn't a need for having them sign a contract. I really feel that managers need to make sure that they are training people on what they really need to be trained on and what they will use in the case of their job. It really is not necessary to send a whole department to training on a new software application if only two people will be using it. I really feel that just a couple of people in the department knowing the system will work. Good article on ROI and training. As a Human Resource professional I found that training people is never a waste and there really isn’t a need for having them sign a contract. I really feel that managers need to make sure that they are training people on what they really need to be trained on and what they will use in the case of their job. It really is not necessary to send a whole department to training on a new software application if only two people will be using it. I really feel that just a couple of people in the department knowing the system will work.

]]> By: How to reconcile retention and recruiting with the execs « Marenated http://www.theaccidentalitleader.com/employee-motivation/the-roi-for-employee-training-crisis-where-is-the-money-going/comment-page-1#comment-22 How to reconcile retention and recruiting with the execs « Marenated Thu, 16 Oct 2008 05:28:15 +0000 http://www.theaccidentalitleader.com/?p=27#comment-22 [...] to reconcile retention and recruiting with the execs 16 10 2008 ROI on hire and retention. It’s frequently a subject of postings in our industry from ERE, to RBC, to FOT, lots of [...] [...] to reconcile retention and recruiting with the execs 16 10 2008 ROI on hire and retention. It’s frequently a subject of postings in our industry from ERE, to RBC, to FOT, lots of [...]

]]> By: Dr. Jim Anderson http://www.theaccidentalitleader.com/employee-motivation/the-roi-for-employee-training-crisis-where-is-the-money-going/comment-page-1#comment-5 Dr. Jim Anderson Wed, 27 Aug 2008 16:38:00 +0000 http://www.theaccidentalitleader.com/?p=27#comment-5 Point well made. I guess one good example of what you are talking about would be everyone's favorite poster child, Southwest airlines. They provide 3 weeks of training to start their flight attendants off with and then keep sending them back for more. These staffers don't leave because the company is such a good company to work for. Hmm, maybe that's the secret to getting the biggest bang for your training buck?! Point well made. I guess one good example of what you are talking about would be everyone’s favorite poster child, Southwest airlines. They provide 3 weeks of training to start their flight attendants off with and then keep sending them back for more. These staffers don’t leave because the company is such a good company to work for. Hmm, maybe that’s the secret to getting the biggest bang for your training buck?!

]]> By: Training Time http://www.theaccidentalitleader.com/employee-motivation/the-roi-for-employee-training-crisis-where-is-the-money-going/comment-page-1#comment-4 Training Time Tue, 26 Aug 2008 20:49:00 +0000 http://www.theaccidentalitleader.com/?p=27#comment-4 There will always be a worry that employees will leave once they get all they can from training ... but what would happen if you don’t train them and they stay? <br/><br/>I think training encourages loyalty, because it shows that the company cares enough to invest in employee development. You make a good suggestion in your post to keep communication lines open if an employee does choose to leave. Put your employees first and help them succeed with training, hopefully they’ll thank you with loyalty. There will always be a worry that employees will leave once they get all they can from training … but what would happen if you don’t train them and they stay?

I think training encourages loyalty, because it shows that the company cares enough to invest in employee development. You make a good suggestion in your post to keep communication lines open if an employee does choose to leave. Put your employees first and help them succeed with training, hopefully they’ll thank you with loyalty.

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