In-house training solves recruitment, retention challenges

Offering in-house training to help existing personnel grow is a solution to recruitment and retention challenges.

At the end of the day, the ability of an organization to succeed depends completely upon the people who drive the business. We live in a time when the value of an enterprise resides more with its intellectual capital and less with financial and physical assets, making management training very critical.

In-house training is a proactive solution through which supervisors’ worth is increased. The knowledge base of managers is updated as they master current, effective, cutting-edge practices. The minute a need arises, an immediate pool of qualified candidates is available for internal promotions. Stress is reduced and time is saved as managers confidently respond to various problems. Costly mistakes from preventable errors are diminished. The commitment of the organization to excellence and professional development will be noticed and appreciated. Capabilities of supervisors will be increased, enabling them to attain their professional best, ride out changes and acquire new visions.

There are several topics that can be addressed during in-house training for managers:

• Communication. As Winston Churchill said, “The difference between management and leadership is communication.” No matter what else you do as a leader, if you are not communicating effectively, your other efforts will falter.

• Conflict. Although conflict is inevitable, most people are poor at resolving it, leading to a loss of control and the inability to obtain the results they desire. 

• Personnel. Dealing with personnel problems is the toughest job a manager is required to do. Proven techniques are available to address employee behavioral issues. Also, hiring decisions have a dramatic impact on the bottom line. Organizations must learn how to hire the best and avoid the worst. 

• Employee reviews. Performance appraisals really do increase satisfaction and production. Learning solid systems will decrease the stress and negative emotions associated with reviews.

• Morale. Boosting the motivation and morale of team members is essential. Managers must know how to get associates to work better, smarter and with true commitment. A confident, enthusiastic manager will inspire subordinates to stretch beyond their comfort zones.

• Prioritizing. Time management systems that work must be utilized. Stop the firefighting and help supervisors learn to plan ahead, determining and sorting out priorities.

• Stress. Work-related and personal stress is a growing issue that affects the physical, mental and emotional well-being of leaders. Tight deadlines, limited budgets and strict demands from others are lightning rods for stress, and it’s important for these stressors to be dealt with properly.

• Liability issues. The average lawsuit could cost a company thousands of dollars. Obtaining step-by-step, easy-to-apply instructions will prevent legal claims, decrease liability and ensure lawsuits are won.

In-house training provides several benefits that canned seminars at hotels cannot. You will be in control of the dates and times of training. The members of your management team will develop together, learning from each person’s wealth of practical experience. The course material will be customized to meet your unique needs. Internal problems, normally not discussed in a public seminar setting, will be openly talked about and resolved. Practical solutions relevant to your business can be implemented immediately.

Lynne Haggerman, M.S., is president/owner of Haggerman & Associates, a firm specializing in management training, retained search, outplacement and human resource consulting. She can be reached at lynne@haggermanandassociates.com.