Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Being able to grow in a position and feel good about the job theyare doing is important to an individual and their view of the organization.
Executives around the globe have responded to the economic crisis by reviewing their systems for managing human capital. As indicated in past features, CIOs and other managers are struggling to retain good tech talent. I received a call from an automotive client whom I have become close with, and he asked me to help him prepare for a speaking engagement, “seeing as you do these things,” he said. I asked him what the event was and he said he was asked to speak on a panel as well as speak for 10 minutes on employee retention and training. The best leaders surround themselves with people who can execute on the things they can’t and who are willing to offer their opinion.  The best retention of employees comes from investing in them both with training and respect for their performance. You would be surprised what your employees can tell you in terms of how to improve your business.
Glenn Pasch is the current COO of PCG Digital Marketing as well as a writer, National Speaker and Trainer. I want to connect ideas on marketing, training and personal development and make these ideas accessible for organizations and people so they perform better. I am blessed to have great support from my team at PCG Companies but most importantly I have a great wife and boys to keep reminding me what is important. Last month, ReadyToManage conducted a small survey of around 1,500 human resource and training managers to ask them what their priorities were when it came to training and development for their staff. In some respects, the results in terms of the greatest priorities by way of topic area were predictable with Leadership, Team Building and Coaching being the greatest priority. The ReadyToManage webstore includes many categories of support product for the training, coaching or general development of leaders. The survey respondents offered several suggestions for areas of future focus and support on the ReadyToManage webstore. We would like to thank those people who responded to this survey and we will keep you posted on changes we will introduce in the near future to make the ReadyToManage webstore even more useful.
Jon Warner is an executive coach and management consultant and in the past has been a CEO in three very different companies. ReadyToManage is your one-stop shop for world class employee and personal development resources. Driving productivity and engagement while improving employee satisfaction and slashing turnover is on every manager’s wish list.  The solution might be as simple as implementing employee training programs. The benefits of formalized training programs are numerous, whether looking at the immediate benefit of employees with renewed energy and newfound skills or the long-term impact through decreased turnover and improved employee satisfaction. With Change Management Buy In, organizations with formal training programs have increased senior executive buy-in and support (74% versus 46% respectively) creating an environment of support versus apprehension to change by influencing key internal stakeholders from the top down. Employee Retention improves significantly with formalized training programs at a rate of 72% versus an informal training program of 59%.
Impacting employees’ skills and knowledge can be accomplished through Hard or Soft Skills training.   Hard skills refer to more tangible, measurable skills such as with software or machinery while soft skills encompass professionalism, networking and communication. Both Hard and Soft Skills trainings are beneficial, but hard skills training can also fill a recruiting need when a company requires an influx of specifically skilled workers. These can be measured on a micro level in looking at trends and data by department, manager, location, job title, or pay band within an organization to help uncover anomalies or special areas HR and senior organizational leaders should address right away.


Eric Friedman is the Founder and CEO of eSkill Corporation, a leading provider of Web-based skill testing for pre-employment and training. The company's founding vision was to create software that can customize a skills test to fit the knowledge requirements for any job position. Holder of an MBA from MITis Sloan School of Management and an undergraduate degree in Psychology from Brown University, Eric has helped launch five startups since 1992. With 20 years in the game, he is now sharing his vast experience on eSkill's blog, while mentoring his team and constantly expanding his company.
In my experience the single most important factor in ensuring employee engagement is leadership.
An essential characteristic of a good leadership in this context is clarity and constancy of purpose across the ranks combined with the hard and soft skills required. In order to more effectively develop these strategies for all Yukon, labour market stakeholders were invited to provide their feedback on the development of the strategies at a symposium, held in October 2008.
The symposium provided an excellent opportunity for participants to discuss current and future labour market challenges and solutions. The Labour Market Framework also established principles to guide the development of the strategies.
During the drafting of the Framework Strategies, it became apparent that while a strategy was needed for each of the four pillars of labour market development, the Strategies must be inter-related and inter-dependent in order for meaningful action to take place. Bridging programs that enable immigrants to integrate into the labour force effectively are skills training initiatives that promote recruitment and retention. Labour force information is an essential contributor to enabling effective career development for Yukoners, expansion for local business and integration programs and services for immigrants. An important element of recruitment and retention of workers is the provision of suitable workplace training programs, developed according to what needs are identified through labour market information. The Labour Market Information Strategy plays an over-arching role in that it provides the data to support the implementation of strategies for training, immigration, recruitment and retention. It’s important to remember that not all training leads to development, but it could and you should see if this is how to look at things in developing that “vision” mentioned before.
By investing the appropriate training in an employee, they will develop a greater sense of self-worth as they become more valuable to the company As a Human Resource Director for 12 years, I saw employees leave organizations for better jobs and more pay, but I can honestly say I never saw an associate leave a job for merely more pay.
The smartest of them are not simply asking questions about their current investment and how it could or should change, but reassessing matters in strategic terms. But a new survey from Aerotek reveals that organizations will do a better job keeping valued workers if they invest in training. He thought he needed PowerPoint slides or something intricate but as he bounced from idea to idea I stopped him and I told him to forget about all of these “things” he felt he needed to create and just speak from the heart.
Not only does he send his staff to conferences or regional training events, he goes as well. When he is at these events I see how he speaks to his people, he is learning from them as they tell him about the sessions they saw. Here is someone who does set the example and it is no coincidence his business is ranked #2 in sales in the United States for his brand, just missing the number one spot. However, in the top ten priorities there were a few surprises, with high prioritization given to areas such as Employee Engagement and Retention, Critical Thinking and Listening Skills. The most commonly cited areas were more resources in the realm of Compliance type training, Occupational Health and Safety training resources and Workplace Harassment training. Jon Warner is a prolific author, management consultant and executive coach with over 25 years experience.


In order to post comments, please make sure JavaScript and Cookies are enabled, and reload the page. Instead of external recruiting efforts, organizations can focus internally at its current workforce through career development opportunities which mutually benefit the employee as well as the organization’s bottom line. Instead these numbers should be evaluated together, combined with employee engagement numbers and trends as detailed in your organization’s annual workforce and employee survey.
Good leadership at all levels of the organization automatically results in good performance and the resulting positive feedback loop of good performance-compensation-growth opportunities-retention-employee engagement-good performance. Training certainly can help improve employee engagement but engagement would result into retention and performance if there is clarity and constancy of purpose. The Framework outlined strategies that needed to be developed if Yukon was to take a more strategic approach to addressing labour market issues in the territory.
The event brought together individuals representing business, industry, all levels of government (federal, territorial, municipal and First Nations), non-governmental organizations, under-represented labour market groups and employees affected by labour market demands. Building on the success of the event, and to ensure stakeholder participation in the planning and implementation of the strategies identified in the Framework, the Yukon government created stakeholder working groups. Also of note is that many of the challenges and opportunities for recruitment and retention are shared, to the point where one document was created to set out the strategic direction for both recruitment and retention in Yukon. Keep your employees interested in continuing their career by using training as a way to demonstrate that the company values them. By the management team and HR Challenge: Retain the human capital during a time of crisis. They recognize that effective people management systems – those which put the right people into the right jobs at the right time and for the right costs – have a central role in supporting the firm’s business model. Clearly, an opportunity for improvement exists here, as a surprisingly low percentage of companies are providing ongoing training programs—even though an overwhelming majority agree that these programs are important. ReadyToManage intends to look at adding third-party resources to the site in all three of these areas in the near future.
In many cases, executives say they don't have the time or the budget to pursue training programs. He is out on the floor shaking hands with the customers, watching his staff, and being a part of the daily flow of work. I asked him where he got this passion from and he said it started very early in the business, going with his dad to meetings and training and he became addicted to learning all he could about his business. Of greatest interest and top of the list was Games and Simulations, and second was Case Studies, both perhaps reflecting the move to more experiential and interactive learning today.
He is so involved now learning about Digital Marketing because he sees how things were always changing so he had to be involved.
Third on the list was Self-Development Booklets, fourth was Trainer Kit Packages and PowerPoints and fifth was eLearning Modules. However, those companies that make the effort are reaping the rewards of greater employee engagement, productivity and retention. Diagnostic Assessments came in sixth in this survey but have been first on the list in past surveys.
Nearly 800 employees and more than 1,000 hiring decision-makers participated in the research.



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