Education doesn’t end when you come out of the classroom. There’s a saying that ‘every day is a school day’ and learning and training should continue for everyone in business, at whatever level, throughout their careers.
Just recently, we’ve helped a client draw up a contract for an apprentice – their first employee and a big step for both the business and the new recruit. We’ve also been having a conversation with a client who is planning their exit strategy and keen to know more about how to plan for their retirement.
Education is present in our lives every day and in this article, we discuss some of the ways we implement learning for our clients throughout their journey.
Apprenticeships and hiring
The first thing to remember, whether you’re looking for an apprentice or a new member of the team, is that finding the right person, someone who is the right fit for your company, is vital.
Part of our role is helping clients get the recruitment process right, to find someone who shares the business’s approach and values, because that is what matters most. If you do that, pretty much everything else can be taught.
If you take on an apprentice there will be a set process for their learning and development, on the job and away from the workplace. But with apprentices, as with any other younger or inexperienced appointment, you get the chance to shape someone in line with how you want and expect your business to work, how you expect them to interact with your clients and colleagues, and getting the most out of them so that they are engaged and, hopefully, stay with the business as they grow and develop.
Training courses are readily available to give someone the knowledge and skills they need, and we spend a lot of time delivering bespoke training for clients who have a specific need they can’t fulfil elsewhere.
Personal development
Further down the line, a business might find that they need to upskill or retrain members of their team.
It’s natural to want to promote an able member of staff, to give them more responsibilities and make the most of their talents. But you need to always bear in mind that more responsibility might require not just knowledge and technical training, but areas like line management skills can often be overlooked.
If someone moves up to lead a team, are they properly prepared? Do they have the communication skills they need to make it clear what they expect from their team? Too many managers make the assumption that their expectations are obvious – but if you haven’t communicated what your expectations are, how can you expect your team to meet them?
Things like having difficult conversations with team members or carrying out yearly reviews, don’t always come naturally. Giving line manager training in the soft skills needed when dealing with people will ensure the process works better for everyone.
Handled well, personal development is an excellent way to engage staff. An individual who finds out they are being trained, promoted or given extra responsibility will feel they are a valued member of the workforce. And giving them the skills they need to see that through is vital.
Regular training
Education and learning isn’t only an important part of career development, it is important to make sure that all staff members are fully aware of their day-to-day responsibilities.
We regularly work with companies to draw up a staff handbook. A handbook should outline all the business’s policies and guide- lines, from annual leave entitlement to data protection, working hours to maternity and paternity benefits.
The handbook makes it clear exactly how the company wants the business to be run, helps to create or maintain a common company culture, somewhere employees can check or familiarise themselves with the company’s guidelines and the behavioural expectations of the organisation.
Unfortunately, few companies make sure their staff read it and it can often be seen as something to turn to if there’s an issue, which is why staff handbook training is a valuable process, and another step that encourages engagement and dialogue.
In addition to that, we also help businesses identify where training might be needed. That might be areas such as recognising cyber threats, or how the new regulations regarding sexual harassment and bullying need to be applied, so that everyone is aware and protected.
Learning as an employer
Everyone benefits from keeping an open mind and a keenness to learn. Staff surveys and questionnaires can provide feedback on a range of issues, from general employee satisfaction through to specifics like the appetite for flexible working.
When businesses regularly show that they are willing to conduct and learn from feedback from employees, it’s not just good management skills, it should benefit the business as a whole due to increased engagement and a workforce that feel they are valued and have a voice.
For information on any aspects of HR processes, training or development, contact CE People on 01604 805634, email us at enquiries@ce-people.co.uk or visit the website here
