Training (Including Induction)
It makes good commercial sense to get the best out of all staff and it is important that training is given at regular intervals to maintain the skills each employee needs to carry out his or her job.
It is also important for the employer to constantly monitor staffing requirements, and, in forward planning, consider if any existing employees ought to have training in additional skills to enable them to be promoted at a later date.
Where changing needs and technology make training necessary in different skill areas it is important that management consults with affected workers at the earliest opportunity to get their views and support for the changes and training that will have to take place.
To get the best out of a new employees and impress upon them the standards expected of all staff it is vital to implement a proper and thorough “Induction Programme” at the earliest possible opportunity. This should include information about the workplace, introduction to fellow employees and thorough training in the job itself. Have a full-check list and get the new employee to sign a copy when the training is complete.
It is worth remembering that training not only benefits the business because of the improved performance of employees but it also helps to protect the business from unwanted claims. Stress at work can give rise to a claim for compensation and stress is often caused by lack of coping skills. It makes sense to ensure that all employees have those skills appropriate to their particular jobs.
When considering training programmes management has to decide if these can be handled “in-house” or whether independent Training Consultants need to be brought in. It is also worthwhile to check if there are any appropriate free or subsidised opportunities available through Business Link or Chambers of Trade.
The employer might want to consider recovering costs of training from employees who quickly move on to new employment after the training has been completed. This can only be done if provision was made in the contract of employment or a claw back agreement was signed before the training began. Contact PBS if appropriate documentation is required.
No doubt the Investors in People Standard will be considered and certainly the whole process concentrates the minds of management at all levels. There is no point going into the matter in a half hearted fashion and a determined and dedicated approach is essential. Each business will make up its own mind as to the ‘pros and cons’ of striving for recognition and/or the right time for doing so.
In the Convenience Store sector no area of training is more important than that relating to “compliance legislation”. For an overview of what is involved click on Sales and Marketing.
All PBS information sheets are designed to provide the detail you need to implement best business and employment practices. They are not a detailed commentary on the current law and where advice is needed in a specific case you should contact PBS for expert consultation.
training