To get the most out of training strategies, you need to tie them to talent development. This is more than just training. It involves leveraging the strengths and skills of workers to help them grow and reach their potential.
Talent development is about giving employees opportunities to learn, explore, and expand their areas of interest, which will make their jobs more fulfilling. As a result, they will enjoy doing their jobs more, and they will be more productive and likely to stay with the company longer. Here are a few tips on talent development.
Current Training Strategies and Best-Practices
1. Get buy in from company leadership
For any talent development strategy to be successful, it needs support from the top. Company management needs to support and encourage it and provide the resources needed.
2. Mission and goals clearly stated
The goal of all talent development is ultimately to help the performance of the company, to enable the company to achieve its goals and carry out its mission. It is therefore imperative that before you begin any talent development program, you have clearly defined your company mission and goals and that everyone clearly understands them.
These will help to guide you as you put your training strategies in place.
3. Identify needed skills
Once you have set out your goals, the next step is to look at the kinds of skills you will need to develop to enable you to reach those goals. When looking at skills, it is important to include both the hard and soft kind.
4. Build from within
The idea here is not to add more duties to a job and then train a person to carry them out. This is simply a top down strategy that ignores the employee. Talent development begins with the worker, taking a look at his or her background, knowledge and interests and building from there.
The aim here is not just to add skills without regard to the worker’s particular background, but to add skills that align with their knowledge and interests, to build on their strengths, which will make their work more meaningful.
5. Make it an ongoing thing
Talent development should be an integral part of company culture, not something that would just be an annual initiative, for example. Once you have done a needs analysis, as mentioned above, you need to develop a training plan that most effectively enables acquisition of a skill, whether it is hands-on learning or classroom learning, or some other type. And employees need to be given opportunities for practicing the new skill.
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