Training and development - OCRBenefits of staff development

Benefits to employees

Completing a programme of staff development is a long-term commitment for an employee. However, it brings various rewards, such as recognised qualifications and improved career opportunities.

Recognised qualifications

As part of their development programme, employees may be given the opportunity to achieve recognition through qualifications or become a member of a professional body.

Improved career opportunities

The additional knowledge, skills and experiences that employees gain through staff development may open up opportunities for promotion. Attending staff development events also allows employees to meet people who work for other areas of the business or different businesses and establish a network of contacts.

Benefits to businesses

Staff development is a long-term investment for businesses, and they will want to see a return on this investment. The long-term nature of staff development can provide two significant benefits for businesses: motivation and retention.

Motivation

Most businesses view training and development as important ways to motivate their employees. If an employee is taking part in a staff development programme provided by their employer, they are likely to feel valued and that the business is interested in their progress. They may also feel like the business wants them to reach their full potential. As a result, employees will be motivated to work harder.

Retention

Retention means keeping employees’ skills and experience rather than losing them to other businesses, and it also means that time and money are not wasted hiring new employees. Employees are likely to feel valued by a business that invests in their training and development, which means that they are more likely to stay working for the business.

Retention is usually represented as a percentage of employees. For example, a 95 per cent retention rate would mean a business had managed to keep 95 per cent of its employees working for it over a certain time period. A retention rate of 90 per cent or higher is considered to be very good.

Different industries tend to have different staff retention rates. For example, a call centre might have a low retention rate due to the relatively low skill level required to do the work and the fact that it is relatively easy for employees to find alternative employment, either at another call centre or in another low-skilled position. In contrast, a school might have a high retention rate due to the training commitment involved in becoming a teacher and the difficulty of interviewing for roles at other schools while fulfilling teaching duties.