Help Employees Help Themselves
Training is an investment. In the past, it made sense that employers should foot the bill – developing a staff member’s skills or helping them train to gain new ones helps the business grow and keeps it competitive amid industry change. The process can also keep staff loyal – when an employer assumes the cost of training, it reinforces an employee’s sense of their value to the workplace. And an engaged employee is less likely to leave.
However, tighter corporate budgets are putting pressure on employer-driven training around the world. According to the 2012 State of the Industry report, issued by the American Society for Training and Development (ASTD), the average direct spend on training per employee decreased four percent between 2010 and 2011.
As a result, the responsibility for training and development today falls on both employers and employees. It is just as likely for employees to seek training independently as it is for employers to offer it. The company that fails to act on this trend may find money that could have been spent on development and retention is instead being used to replace lost talent.
Kelly Services has observed a pronounced shift in how employers and staff are approaching personal career development. More and more, training is being perceived as a constant cycle of evolution, renewal and empowerment. The notion of training to get and hold a single lifelong position is outmoded – employees accept that advancement may mean a number of vocational shifts throughout their careers, and they are beginning to realize that the means for advancement lie in their own hands.