Employment Life Cycle
Training & Development
Over the next seven weeks, we are going to dive into each phase of the employment life cycle. From establishing the need to fill to separation and everything in between. Building the most successful team does require hiring but it also requires so much more. Tune in each week to see how you can build the strongest team for your company by following this easy workflow for each employee.
Tip of the Week
The Crucial Role of Training & Development in Personal and Organizational Growth.
Over the last two weeks, we took a look at the power of a strong onboarding process, and the week before we delved into the first step of the employment life cycle, attracting and recruiting the right employee. Today we are not going only to learn about how crucial training and development are but also how it can impact personal and organizational growth and some things you can do to implement these at your organization!
Understanding the Essence of a Training and Development Plan:
A training and development plan is a strategic blueprint that outlines how an individual or an organization intends to enhance their skills, knowledge, and capabilities over a specified period. It is not just a mere checklist of workshops or courses, but a well-thought-out strategy tailored to specific goals and objectives. This plan takes into account the current competencies, desired outcomes, available resources, and potential challenges.
For employees, a training and development plan serves as a roadmap to personal and professional growth. In a rapidly changing job market, the skills that are relevant today might become obsolete tomorrow. With a tailored plan in place, employees can identify their strengths and areas for improvement, set achievable goals, and select learning opportunities that align with their aspirations. This not only boosts confidence but also enhances employability and opens doors to new career prospects. Employee training and development requires employees to have an accountability partner, a lot of times this is their supervisor. Supervisors need training to equip them to support their employees' training and development.
Driving Organizational Success:
An effective training and development plan will significantly impact your company's performance and competitive edge. Here's how:
Employee Engagement and Retention: Providing employees with opportunities for learning and development shows them that the organization is invested in their growth. This fosters a sense of loyalty and commitment, reducing turnover rates.
Skill Enhancement: A workforce armed with the latest skills and knowledge is better equipped to tackle challenges and embrace opportunities. This leads to increased efficiency, productivity, and innovation within your company.
Adaptation to Change: A well-structured training plan ensures that the team can adapt to new technologies, market trends, and customer demands, keeping the organization relevant and resilient.
Succession Planning: Identifying and nurturing talent from within your company is crucial for leadership continuity. A development plan aids in grooming employees for higher roles, reducing the talent gap.
Cultivating a Learning Culture: When learning becomes an integral part of your company's culture, employees are more likely to share knowledge, collaborate, and contribute to the overall growth.
Key Elements of a Training and Development Plan:
Here is a list of effective tools that you can start implementing in your company today. All are strong tools that need practice and support. Don't forget that training and development opportunities need to be inclusive of all individuals within the company. Employees at every level want the ability to grow within your company.
Assessment: Begin by assessing the current skills, knowledge, and competencies of individuals or teams. Identify gaps and areas that need improvement.
Goal Setting: Establish clear, specific, and achievable goals that align with the individual's or organization's aspirations.
Learning Opportunities: Choose relevant learning methods such as workshops, courses, seminars, online modules, and mentorship programs.
Resource Allocation: Allocate resources—both financial and time—to support the chosen learning opportunities.
Regular Evaluation: Continuously monitor progress and assess the effectiveness of the plan. Adjust course if needed.
Most importantly, have fun with this and ask for constant feedback from your team on what they want to learn and how they want to grow. This will optimize your programming and give the team and organization what they really need.
To create a strategic training and development plan that optimizes both personal and organizational growth, contact Full Circle HR, today!
The Compliance Corner
NEW Employee Handbook Requirement
On August 2nd the National Labor Relations Board (NLRB) made a decision that impacts employers covered by the National Labor Relations Act (NLRA), which is most private employers regardless of their union or non-union status. Under the new standard, if an employee can reasonably interpret the work rule to be coercive, then the rule could be infringing on the employee's rights under the NLRA.
This is what you need to know...
Policies that need to be reviewed or rewritten to be aligned with the latest ruling are -Rules prohibiting insubordination. -Restricting employee use of social media. -Restricting meetings with co-workers or circulating petitions. -Restricting criticism of the company's management, products, or services. -Ensure you outline rules for safety complaints (employers with more than 15 employees should outline this in their safety manual as well). -Limiting comments to the media or government agencies. -Restricting the use of company communication resources, such as email. -Rules against limiting the recording of meetings or the use of smartphones. If any of the above items are outlined in your employee handbook and can be perceived as coercive, you will need to revise your employee handbook to meet the new rule.
Contact me today to review your employee handbook for any of these areas that may interfere with the NLRA's new rule. Together we can determine if we need to seek legal counsel on appropriate language as it meets your business need and the NLRB requirements.
"Education is not the learning of facts, but the training of the mind to think." Albert Einstein
Here it is! The updated I-9 Form.
Employers can continue to use Form I-9 with an expiration date of 10/21/2019 through 10/31/2023. But starting 1/1/2023, all employers must start using the updated, one-page version.
The U.S. Citizenship and Immigration Services (USCIS) announced that a new Form I-9 will be updated and employers should start using it on August 1, 2023. The new form will be easier to complete and shorter in length. The greatest difference is the documentation procedures that allow employers to verify documentation, remotely.
Register Today! - There's still time!
My friends at The Social HQ and at Live Free Digital are partnering with ABC NH & VT to bring you an amazing series to boost your social media marketing approach! If you have never worked with either, consider doing so today! Take your business to the next level!
Elevate your marketing with our marketing series focused on short form video, search engine results pages and LinkedIn! In today's fast-paced digital landscape, mastering these three essential pillars is crucial to achieving social media marketing success.
Short-Form Videos: Rehabbing Your Social Media Strategy, Wed., Sept. 6, is designed to equip you with the essential skills to leverage short-form video content and revitalize your social media presence. Click here for more details and to register..
Anatomy of a Search Engine Results Page (“SERP”), Thurs., Sept. 14, will cover why a Search Engine Results Page (“SERP”) matters and why the map-section 3-pack of Google listings is so important. Click here for more details and to register.
Building Your Network Using LinkedIn, Tues., Sept. 19, will review how to use LinkedIn as a platform for professional networking, business development and knowledge sharing. Click here for more details and to register..
Contact Jennifer Landon, ABC NH/VT V.P. of Education and Workforce Development, for more information.
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In response to the devastating situation in Lahaina, Maui - please consider donating to help the helpless pets needing medical attention, care, food and water, and placement with their families or foster care.
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