HR Question: At a time when we have so much of our workforce working remotely, we want to ensure that we’re keeping them engaged and moving our business forward. We want to offer training and development for our remote employees, but we have a limited budget and we’re not sure where to start. What do you suggest?
HR Answer: With the recent dramatic rise in remote workers, many organizations are grappling with how to engage and continue to develop their workforce. There are several good options – even with a small budget. To get started, you will need to determine what training and development are needed.
Conducting a training needs analysis can identify gaps. Referencing another recent HR Question of the Week, a training needs analysis is a way “to investigate and determine what your team members need to be effective in their roles, or what skills they might need to take their career to the next level.” Through your analysis, you should seek to understand why the need exists. Sometimes, the problem may not lie in a lack of training provided, but it could shine a light on the ineffectiveness of your training. Or, you might learn that a worker has indeed received training, but they haven’t put the training into practice. In that case, you may want to consider tying training completion and new skill implementation to compensation and/or performance management.
Please select this link to read the complete article from OSAP member Clark Schaefer Strategic HR.