The importance of training when offshoring/outsourcing

Many companies and organisations have waxed eloquently on the value of training and how it contributes to the success of both the employees and the organisations/companies themselves. The recent changes in the way the world works – expanding economies, borders becoming more porous, and collaboration between cultures – corroborates this assertion. It is undeniable that most companies acknowledge that time invested in the development of employees is critical and have one or another form of training in place.

There is also a consensus as to what results are to be expected when a premium is placed on training and development. Improved performance, increased productivity and a higher employee satisfaction achieved are some of these results. Having established these, there are other benefits observed from being immersed in an environment of disseminating knowledge and information for the last decade.

It is significant to note the distinction between just having training in place versus the provision to train that has a resounding impact felt by the individual and the organisation. Below are some benefits resulting from observing the proper utilisation of training and development:

Training helps nurture initiative and loyalty

The availability of training opportunities translates the value the organisation places on the development of its employees. Training truly becomes a tool for seeing employees as valuable to the company if these opportunities and programs are malleable enough to suit the employee’s perceived and actual needs. Customisable training encourages initiative in its employees, helping them to assess their strong and weak competencies. The investment in tailored personal development aids in the discovery of the individual and their ties to the organisation.

Knowledge builds confidence

Human beings by nature require acceptance and affirmation. Weakness or a lack of proficiency at work is perceived as a trigger to be ostracised or singled out. This leads to a waning belief in the individual’s capabilities. When there are options to improve competencies and skills, even if it something as basic as being a more effective communicator, employees can see, hear and feel themselves improving – provided that there are effective evaluation methods alongside the training. This renews a belief in themselves which is the root of confidence.

Expertise is a strong motivator

Training’s primary purpose is to equip employees with the knowledge and skills necessary for performing tasks and executing business functions. Because training is a continuous path towards mastery, employees start to enjoy what they do as they get closer to being fully proficient in their desired skills and competencies.

Autonomy and self-direction

Training, as touched upon on the first point, should have the latitude to be self-directed. It should always be coupled with development which dictates the frequency and kind of learning to reach a specified proficiency level. When these opportunities are too controlled, limited or restricted, employees no longer see it as a motivator. Technological advancements, particularly in online learning or learning-on-the-go, have made development opportunities more achievable.

In conclusion, organisations that are aware of the value of training and development should take a step further and ensure that the framework in place ensures continuous feedback, evaluation and improvement and that all programs elicit the maximum impact for the employee and the organisation. Supporting and encouraging full engagement in training and development can truly reap the most benefits.

“Tell me and I forget, teach me and I may remember, involve me and I learn.”

― Benjamin Franklin

Share this post on