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Importance of Training and Development for

Employees
Articles | Bachelor's in Human Resource Management

Employee training and development programs are essential to the success of businesses worldwide. Not only do these programs o er
opportunities for sta to improve their skills, but also for employers to enhance employee productivity and improve company culture.

They also can reduce employee turnover — and a 2020 Work Institute study shows just how important that can be for a company’s
bottom line. Voluntary employee turnover, according to the report, costs U.S. businesses more than $630 billion annually.

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It’s no surprise that employees who get regular opportunities to

learn, develop, and advance are more likely to stay with a
company. Bob Nelson, author of 1,001 Ways to Engage Employees,
reports that learning and development are among the top
factors in employee engagement.

Employee development is the continuous e ort to strengthen

work performance through approaches like coaching, training
sessions, and leadership mentoring. Training is a speci c event
that teaches new information or skills, often provided to new or
newly promoted employees. Both are key functions of corporate
human resources sta , who typically are responsible for
planning and implementing these e orts. A bachelor’s degree in
human resource management can help prepare you to lead training and development programs at your organization.

Training and Development Enhance Employee Performance

Employee training and development programs are critical for enhancing employee performance. In fact, a 2019 report published in
The International Journal of Business and Management Research indicates that 90% of employees surveyed agreed or strongly agreed
that training and development programs improved their job performance.

Companies can o er many kinds of in-person or online training and development opportunities for employees. And they can use in-
house training, third-party training, or o -site activities to provide those opportunities. These are some types of training and
development often available to employees:

Management training
Sales training

New employee training

Mentoring programs
Apprenticeships

Following are some ways employee training and development e orts improve employee performance.

Training for New Responsibilities

Whether they are cross-training to understand multiple roles or moving into new positions, employees can prepare for additional
responsibilities through training and development opportunities. Training and development programs can help employees learn the
skills they need in their current roles and introduce leadership skills and software knowledge they will need in the future. One form of
training, apprenticeship, allows employees to start as trainees and progress to a higher-level role.

Learning About Industry and Technology Updates

Employee training and development programs can help sta stay up to date on changes in their industry, such as in ethics, safety, or
quality standards. They also can show sta new ways to think and work, employing updated technology and processes and educating
workers about cybersecurity threats. Putting these new tools and practices to work in their day-to-day roles can lead to better
outcomes for employees — and their employers.

Adapting to Remote Work

Safety precautions related to the COVID-19 pandemic moved about 80% of employees to remote work, according to research rm
Brandon Hall Group. Since most of the employees previously worked on-site, companies and those working for them have grappled
with nding and implementing new tools and resources to accommodate this new environment for work. Training and development
focused on these new processes can aid in making this transition.

Updating New Employee Training

New employees often receive training as part of the onboarding process. But refreshers on the information they learned in that
training are valuable. The lessons often are easier to digest once employees are more familiar with the organization and their own
roles. Additionally, these updates provide opportunities to reinforce diversity, equity, and inclusion (DEI) education. Companies often
mandate that employees complete annual training courses on important issues such as anti-harassment and legal compliance.

Addressing Performance Review Findings

Training and development programs can help employees build on strengths and address de ciencies identi ed in their performance
reviews. These reviews often recommend knowledge or skills on which an employee should focus for improvement, and training and
development e orts can help the employee meet that need. Training and development programs also can help employees discover
areas in which they could use additional educational opportunities and support.

Developing Soft Skills

Employee training and development programs can strengthen the soft skills that are essential in adapting to changes at work and in
society. Training that highlights examples of soft skills such as resilience, emotional intelligence, and agility in professional settings can
create an atmosphere that fosters productivity and camaraderie.

Training and Development Boost Employee Productivity

Employee productivity is another area where the importance of training and development can be seen. Employees who take part in
e ective training and development programs work more e ciently. To evaluate the e ectiveness of their employee development and
training programs, organizations can perform these measures, according to HR Technologist:

Measuring performance results — Evaluating work outcomes to determine levels of improvement

Giving pre- and post-training assessments — Asking employees to share what they expect from training and development
programs and whether the company’s e orts met those expectations
Mining data — Studying data such as time spent on a course or dropout rates to glean insights about how employees are
engaging with the content
Conducting polls and tests — Polls and competitions within the training can measure employees’ knowledge and engagement

Employee productivity can be an indicator of a training’s e ectiveness. Below are some examples of ways that training and
development programs boost employee productivity.

Improving Task Management

Training and development programs help employees manage tasks individually or in teams, relying on a greater understanding of
processes and clearly de ned goals. Because employees are well-versed in the skills required for their job, they will require less time
to nd ways to perform tasks.

Targeting Required Skills

Providing training and development to employees allows employers to pinpoint the knowledge and skills they want their employees to
have. Training and development programs can educate employees about new skills or provide updates on existing skills to enhance
productivity.

Encouraging Continuous Improvement

Today’s ever-changing technologies call for upskilling on a regular basis, and training and development programs provide that
opportunity. These e orts encourage innovation and a willingness to take risks to improve processes — with less need for
supervision.

Instilling Con dence

Not only will employees who have participated in training and development programs be more con dent in their knowledge and
abilities, but so will their managers. This con dence fosters a sense of enthusiasm and accountability for work results.

Clarifying Expectations

Training and development programs can help organizations clarify for sta the expectations they have of them. This e ort promotes a
performance-based culture in which employees set attainable goals based on well-de ned organizational principles.

Enhancing Employee Engagement

When employees know they have a supportive employer, they are more engaged and enthusiastic about performing at a high level.
Providing employees with training and development opportunities shows an employer is willing to support its employees throughout
their careers.

Training and Development Help with Reducing Employee Turnover

Considering the costly prospect of employee turnover, companies are seeking ways to keep employees on board. Training and
development are important to reducing employee turnover.

The Work Institute study shows job characteristics such as training comprised the fastest-growing category of reasons for voluntary
turnover — up 117% since 2013. And, in 2019, educational technology company Instructure released results of a survey showing that
70% of U.S. employees say they are at least somewhat likely to leave a current employer and take a new role with an employer that
invests in training and development. The following are some ways that employee training and development are key in reducing
employee turnover.

Committing to Employment Development and Promotion

Regularly providing impactful training and development opportunities improves employee motivation and job satisfaction, and opens
up opportunities for advancement and promotion. Work Institute reports that, in 2019, 20% of employees who voluntarily left their
companies did so because of a lack of career development opportunities, the most frequently cited reason for leaving.

Companies also reap bene ts from providing these opportunities — saving them the $1,000 to $5,000 that Epay Systems, a human
capital and workforce management company, reports it costs to hire each new employee.

Fostering a Sense of Self-Worth and Discouraging Stagnation

Opportunity is a key driver in retaining employees. With this impact in mind, the Society for Human Resource Management (SHRM)
says companies should train managers to keep sta motivated, engaged, and feeling appreciated.

Training and development programs can also help prevent burnout in employees who have mastered initial tasks. Providing
opportunities for growth can rejuvenate sta and give them a new outlook on their work.

Promoting Training as an Employee Bene t

Training and development are a top employee bene t, encouraging a sense of importance and belonging among sta . Companies
that can tout training and development opportunities as a perk have the following advantages:

Attracting top talent

Enticing seasonal employees to return

Establishing a workplace where employees praise others

Standardizing Processes and Procedures

Employees who receive clear communication about a job and its required processes and procedures are more likely to stay in it.
Training and development programs help relay this information and ensure employees have the tools to perform their roles according
to corporate guidelines.

Training and Development Assist with Improving Company Culture

Improving company culture is another bene t of providing employee training and development programs. Chris Dyer, author of the
2018 book The Power of Company Culture, reports that training and development opportunities are in line with attributes he calls the
key pillars for a strong company culture:

Transparency — Communicating about organizational details such as sta feedback and nancial status

Positivity — Accepting challenges by building on an organization’s strengths

Measurement — Collecting, measuring, and evaluating information.

Acknowledgment — Praising and rewarding good work

Uniqueness — Advancing a company’s unique qualities
Listening — Encouraging active listening that leads to action

Mistakes — Fostering an environment where employees learn from missteps

Dyer notes that company leaders should be open about the importance of training and development to the company and its
employees as part of a positive culture. The following are among the ways training and development programs can help improve
company culture.

Reducing the Need for Constant Supervision

Training and development programs can enhance employees’ competence in their own jobs and familiarize them with the work
required of others on their team. This improved task management and teamwork help reduce the need for close oversight.

Attracting and Retaining Talent

A training and development program that addresses individuals’ strengths and values shows a company’s commitment to promoting
each employee’s learning and growth. This focus on innovation and overcoming personal challenges makes an organization more
attractive to top talent.

Boosting Employee Morale

Mastery of a task — even if it is mundane or relies on a skill with which an employee already is familiar — provides a sense of
accomplishment. Providing training opportunities that allow employees to excel helps give them a sense of self-worth and improves
morale.

Providing a Path for Improvement

Training and development programs provide a clear path for employees to learn and advance. Learning that addresses speci c needs
for a current or future role helps employees set a course for their own success.

Helping Employees Feel Recognized

Successful training and development programs feature recognition of employees’ learning achievements. In fact, LinkedIn Learning’s
“2020 Workplace Report” shows that many employees were more likely to take part in training if management recognized their
learning e orts. Younger employees, in particular, responded to the appreciation of their managers, with 44% of employees under
age 22 falling into this category.

Cementing Employee Knowledge of Company Culture

Training and development programs can help companies emphasize their commitment to addressing issues such as diversity and
inclusion in the workplace and how their employees can help champion those priorities. A company’s core values — and how training
and development programs advance those values — should be clear in programs that promote employee learning and growth.

Embracing Individual Values

Holistic training and development programs celebrate di erences and encourage learning based on individual interests and
backgrounds. Promoting an understanding of other employees’ cultures and values improves teamwork and helps create a more
inclusive and cohesive team.

Enhancing an Organization’s Reputation

Employees who take part in sta training and development are more likely to feel good about their employers. They also are more
likely to perform their jobs well, yielding a positive performance that enhances a company’s reputation among customers and other
stakeholders.

How to Create E ective Training and Development for Employees

To create e ective training and development opportunities, employers should begin by determining what skills and knowledge
employees need to help the company meet its goals. Then organizations should tailor their training and development plans according
to employee interests and learning styles. Following are ways to create training and development programs that bene t companies
and their sta .

Evaluate the Business Impact

Employers should consider the impact they hope the employee training and development programs will have on the organization.
Then they should determine company goals for those programs, developing a strategy to support them.

Identify Skills Gaps

Company leaders should determine how employees’ work performance is a ecting the organization’s progress in reaching its goals.
Their training should address any skill gaps that are slowing the company’s progress.

Select Learning Methods

Companies should consider factors such as employee background, preference, and experience when designing their training and
development programs. Among the learning method options for training and development programs are the following:

Classroom style
Coaching and mentoring
E-learning
Simulations
Role-playing

Reading materials

Adjust for Remote Learning

With more employees working remotely today, companies must ensure they can provide training and development programs that
resonate with o -site sta . Tools such as videoconferences, webinars, and online forums can encourage learning regardless of
employee location. To reduce the risk that misunderstandings or cultural di erences interfere with the e ectiveness of training and
development programs, employers should clearly outline expectations and goals for the experience.

Assess Training Outcomes

Organizations should revisit their training and development programs following each activity. Employees’ experiences with the
training and development programming — and their performance following it — can guide future e orts to encourage learning.

Get the Human Resource Skills to Support Strong Training and

Development
Training and development programs provide a host of bene ts. They enhance employee performance, boost employee productivity,
reduce employee turnover, and improve company culture. Explore the importance of training and development programs for
employees and employers by pursuing a career in human resources.

Maryville University’s online Bachelor of Science in Human Resource Management can equip you with the knowledge and skills to help
companies provide e ective employee training and development opportunities. You will focus on areas such as critical evaluation,
cultural e ectiveness, leadership, consultation, communication, ethics, and relationships management — with a foundation in
business concepts. And you will learn about these topics in a exible, online curriculum that o ers opportunities to pursue a master’s
degree along with your undergraduate training.

Discover how Maryville’s Bachelor of Science in Human Resource Management program can help you pursue your career goals.

Recommended Reading

Cultural Competence in the Workplace: What Leaders Need to Know

Human Resource Management Careers: Essential Roles in Business

The Importance of Human Resource Management in the Modern Workplace

Sources

20/20 Business Insight, “The Importance of Training and Development in the Workplace”

Brandon Hall Group, “How the Pandemic Brought the Future of Work into the Present”

Built In, “Employee Development: What It Is and Why It Matters”

Cleverism, “Ways That Training Can Drive Your Employees’ Productivity”

Epay Systems, “What Is the Cost of Hiring and Onboarding New Employees?”

Fulcrum Labs, “Making Training a Desired Perk for Employees”

Go2HR, “Employee Training Is Worth the Investment”

Houston Chronicle, “Relationship Between Training and Employee Performance”

HRD, “How Training and Development Programmes A ect Company Culture”

HR Kit, “The Seven Pillars of a Positive Workplace Culture”

HR Technologist, “Employee Training and Development: How to Measure the ROI of Training Programs”

Indeed Career Guide, “The Importance of Training Employees: 11 Bene ts”

Infopro Learning, “What Is Diversity Training? And Why It’s Important”

Instructure, “How to Get Today’s Employees to Stay and Engage? Develop Their Careers”

IntelliPaat, “Importance of Training & Development”

The International Journal of Business and Management Research, “The Impact of Training and Development on Employees’ Performance:
An Analysis of Quantitative Data”

LeadChange, “5 Ways to Use Employee Training and Development to Motivate Sta ”

LinkedIn Learning, “2020 Workplace Learning Report”

Lucidchart, “The Importance of Employee Training and Development Programs”

Qualityze, “Workplace Productivity Depends on Employees Training and Development”

Reworked, “Learning and Development Is Key to Employee Experience in Remote Work”

Shift, “The True Cost of Not Providing Employee Training”

Society for Human Resource Management, “How to Reduce Employee Turnover Through Robust Retention Strategies”

TalentLMS, “Developing Soft Skills in the Workplace: The Whys and the Hows”

TalentLMS, “Training and Development Challenges and Solutions in the Workplace”

The Arizona Republic, “Importance of Training & Development Department in HR”

Tinypulse, “Employee Retention Report”

Training Industry, “How Learning & Development Impacts Employee Engagement”

Traliant, “4 Reasons Why Diversity, Equity and Inclusion Training Is More Important Than Ever”

WalkMe Blog, “Setup for Success: How to Improve Employee Performance”

Work Institute, “2020 Retention Report”

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