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How Proactive Are Your Personnel Policies?

Submitted by  on July 5th, 2012

Young woman showing thumb upWhen businesses invest in their personnel, they’re taking a far-sighted view of success. Continually increasing the expertise of your staff can help your organization remain flexible, energized, and profitable. In so doing, you make "co-visionaries" of your employees by enabling them to:

  • Turn their strongest aptitudes into their most valuable expertise
  • Understand cause-and-effect relationships in the business, and
  • Learn to use highly effective performance-building techniques

Don’t Depend on Luck!

In good, plentiful times, it might seem very reasonable to "hire and forget" — either when gaining new employees or tapping contract help. With this approach, you would hire or contract someone to fulfill a particular need, apply a dollop of orientation and maybe a dab of training, send them into action, and presto! Problem solved! Or is it?

You should recognize that the invaluable assets you have embodied in personnel can best serve the company’s goals when their talents are nurtured. The key is to train those talents along each individual’s greatest strengths, since those strengths will provide the ultimate benefit to the company.

According to a series of international studies by research firm BlessingWhite Inc., "State of Employee Engagement", providing employees with more options to use their talents, career development, and training are among the factors that contribute the most to job satisfaction across all age ranges and job categories. However…

Even more crucial to the organization is the level of employee engagement, according to BlessingWhite. Truly engaged employees are not simply committed, passionate, or proud: "They have a line-of-sight on their own future and on the organization’s missions and goals … using their talents and discretionary effort to make a difference in their employer’s quest for sustainable business success."

Companies sometimes fret about whether to invest in their personnel, since those people might later leave with skills, ideas, and knowledge acquired on the job.

In rebuttal, I once heard Rick Barrera, the author of Overpromise and Overdeliver: The Secrets of Unshakable Customer Loyalty, say: "Some companies worry, ‘What if we train people, and they leave?’ The more important concern should be, ‘What if we don’t train people… and they stay?’" How fitting, considering the data above!

Training Management Maturity Model

You need to evaluate the effectiveness of your training function? Check out our Training Management Maturity Model. Use the model’s unique four phased approach to determine where your organization is at on the road to training best practice and then go on to construct a roadmap for improvement. The pack includes everything you need to conduct an evaluation, including assessment and reporting guide, customizable assessment form and analysis and reporting sheets. Find out more about our Training Management Maturity Model and download the free Maturity Chart today.

Posted in Talent, Training | Comments (0)

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