You’re ready to travel to the other side of Australia. Bag loaded in the car, you turn on the ignition and begin the steady drive towards your destination. However, an hour and twenty minutes later, your car stops working. You try to restart the engine, but it chokes out in protest. Your eyes drift to the fuel gauge, and it is only then that you realise that your tank has run out of fuel.
The mechanics present in automobiles are comparable to the mechanisms present in Australian workplaces. Just like car systems, organisations have structures in place which allow them to operate smoothly. However, fail to supply them with the fuel required to get from points A to B, and your company is unlikely to reach its target destination.
Employee loyalty begins with employer loyalty. Your employees should know that if they do the job they were hired to do with a reasonable amount of competence and efficiency, you will support them.
– Harvey Mackay
It is common knowledge that employees are the lifeblood of a company, and as with any engine, you need to treat them with care. After all, an unhappy employee isn’t likely to muster the energy required to reach those end goals, much like a car without gas.
Many companies suffer from low employee motivation, reduced productivity and high staff turnover. However, what they fail to realise is that these are all symptoms of the same cause: a workplace which runs its employees on empty. Thankfully, there are ways to power-up your staff and give them the fuel required to boost motivation and productivity levels.
THE POWER FUEL: A CUSTOMISED TRAINING AND DEVELOPMENT PROGRAM
Implementing a training and development program, catered to the needs of each individual employee or department, can work miracles in boosting the motivational and production levels of your employees, if done correctly. There are many benefits to implementing a training and development strategy within your organisation, and you don’t necessarily have to spend maximum dollars to achieve maximum impact.
BENEFITS OF TRAINING & DEVELOPMENT – THE 4 DEGREES OF RPL
Recognition and Retention
Recognising an employee’s skills and efforts has a proven impact on boosting their levels of motivation, and subsequently, staff retention. After all, a happy employee is one who will stay, mature, and thrive with the company. Rewarding your employees with an accredited qualification or opportunities for personal and professional development is equally beneficial for both your company and employees, and can go far in encouraging productivity, commitment and long-term employment.
A high turnover rate is a clear sign of an organisations’ inability to adequately support its employees, thus limiting any progress towards achieving established goals, particularly when the cost of recruitment, replacement, and training is high. This is why thinking about what you have to offer both current and future employees is such a crucial step for any business.
Implementing an active training and development strategy, as well as qualifications within your remuneration package, will not only help you retain your current employees, but help attract a larger pool of potential candidates who have the required skills, but not necessarily the qualifications.
To thrive as a company, it’s important to first ensure that your employees have all the required qualifications to work in your industry, particularly if it’s a heavily regulated one. Times have changed and qualifications are becoming more and more important within a growing number of industries. A training strategy developed through Recognition of Prior Learning (RPL) can help your employees adequately meet regulatory requirements by validating an employee’s competence in their appointed workplace position, without requiring any additional time off work. Using training packages developed by Industry Skills Councils, RPL can ascertain that your workforce sufficiently meets the accreditation requirements and training needs of your industry through the issuing of Nationally Recognised Qualifications and, where applicable, provision of quality gap training.
A company without motivated employees is unlikely to produce the fruits of success. While redundancy is a thing no business envisions for its employees, parting on good terms when such a situation proves unavoidable is of utmost importance to any business hoping to show it cares about its workers. Including Skills Recognition & RPL as part of your redundancy program can help you prepare your dismissed employees for future roles, while maintaining and improving employee morale amongst your remaining employees. It’s also a great way to reward them for their time and service.
DEVELOPING A CUSTOMISED TRAINING & DEVELOPMENT STRATEGY THROUGH RPL
Implementing a customised training and development strategy doesn’t have to be a cost and time extensive endeavour – you don’t have to spend it bigger to spend it smarter! There are a number of ways to successfully apply a training strategy within your business. Following Get Qualified Australia’s simple 5 step process, your staff could be fueled-up in no time.
1. Training Needs Analysis
Begin by identifying the training requirements across your entire organisation or within a particular department. Get Qualified Australia currently conducts a training needs analysis by measuring an employee’s existing skills against nationally recognised qualifications, ensuring that requirements are standardised for all staff.
2. Skills Assessment
A more thorough analysis of individual skill sets, the skills assessment requires employees to select elective units from an existing qualification. These skills are then weighed against industry training requirements, using the evidence of prior learning supplied. The assessment allows for a customised training and development program, relative to the individual learning needs of each employee. The best part is, you don’t need to spend a thing! Get Qualified Australia offers Free Skills Reviews for you to maximise on.
3. Knowledge gaps
Once complete, the skills assessment will identify whether there are any existing knowledge gaps, and whether gap training is required.
4. RPL and gap training
If staff meet all criteria, they can then be issued their qualification through RPL. If they fall short on a unit of competency, they can choose to undergo gap training either online or at home at their own pace
Once eligible for RPL, the employee is issued a Nationally Recognised Qualification in line with industry standards.
Keep your workplace positive and your employees motivated. Power-up with a customised Training and Development Strategy. Download our ‘How To Train Smarter’ ebook for businesses.
Get Qualified Australia currently offers customised strategies for small to large business, completely catered to your business’ corporate and individual needs. Enquire today about getting a customised training and development strategy for your employees.
Are you an employee? Share this article with your Manager to reap the benefits of RPL.