Training: Importance of training the workforce

The idea

Training the workforce means giving employees the knowledge and skills their roles demand, through induction, on-the-job coaching or off-the-job courses. Its importance runs through the whole business. Trained staff produce goods and serve customers to the required standard, so quality rises and waste and errors fall. They work more safely, reducing accidents and the costs and disruption these bring. They can cover a wider range of tasks, which helps a business cope with absence and change, and they gain confidence and motivation, which supports retention and lowers recruitment costs. Training also builds a reputation for quality and service that wins repeat custom. The drawbacks are cost, lost working time and the risk that a trained employee leaves for a rival, so businesses weigh the benefits against these risks when deciding how much training to provide.

What earns the marks

• Explain that training raises employee skill and knowledge, which improves the quality of work and reduces errors, waste and rework.
• Link training to productivity and efficiency, since skilled staff complete tasks faster and to a higher standard.
• Show that trained staff work more safely, lowering accident rates and the associated costs and disruption.
• Explain how training supports motivation, confidence and job satisfaction, which can improve retention and reduce recruitment and induction costs.
• Recognise that training gives flexibility, enabling employees to cover different roles during absence or periods of change.
• Evaluate the drawbacks, including the direct cost of training, lost output while staff are away from their jobs, and the risk of trained employees leaving for competitors.

Common mistakes and how to put them right

• Treating training as a cost with no benefit.

  Put it right: Balance the expense against gains such as better quality, safety and retention.

• Assuming all training is off the job.

  Put it right: Recognise induction, on-the-job coaching and off-the-job courses as different forms with different cost and disruption profiles.

• Claiming training guarantees staff stay.

  Put it right: Acknowledge the risk that trained employees may leave, which is why some businesses weigh this risk before investing.

Exam tips

• Name the type of training you are discussing, such as induction or on-the-job coaching, so your analysis is specific rather than general.
• Develop each benefit into a business consequence, for example fewer errors leading to less waste and lower unit costs.
• For evaluation questions, weigh benefits against costs and reach a supported judgement about whether the training is worthwhile in the context given.