Optimizing Training and Development: Leveraging Digital Tools in HR

With the ongoing lack of skills and a rapidly cooling labor market complicating the recruitment picture, it is time for HR to look inwards to fill the knowledge and skills gaps.

In line with the increasing digitization of the workplace, there are fortunately a number of effective tools for training and development. And since around 86% of employees state that on-the-job training is important to them, getting it right can also have clear benefits for employee well-being!

The looming recession is causing workers to stay on the job, and employers are already feeling the effects of declining engagement. And as the number of silent resignations increases, it appears that disengaged employees are more willing to hang on to keep their job security — even if it means doing the bare minimum to keep their job.

Training and development opportunities can therefore be an important step in the direction of bringing commitment back to life and getting disengaged employees out of a stuck situation. In addition, investing in internal skills development - rather than finding new people to fill the gaps - will certainly help keep recruitment costs down as the economic climate develops.

So if you want to get a handle on training in your organization, where should you start?

Keep your finger on the pulse

When creating an effective training and development strategy, an important first step is to map out what the organization can improve. One way of doing this could be to obtain regular feedback from the employees, for example through pulse surveys.

In addition to providing a broader overview of which departments are in need of further training, quick pulse surveys can also help identify which teams are most eager to take advantage of any development opportunities. After all, there's little point in sending people to courses they don't want to attend!

Consider asking employees what they think about the following:

• I am well equipped to carry out my work duties.
• I feel that I am supported to develop my professional skills in this organization.
• I would like more training opportunities.

With a better understanding of the employees' attitudes to training, HR and line managers can better plan activities that the employees will both engage in and benefit professionally from.

Keep an eye on the competition

In an increasingly tight labor market, the pool of potential employees is shrinking, and you may find yourself competing for talent with other companies in the industry. Fortunately, the internet has made it easier than ever to follow what those around you are up to.

Has a competitor posted about their new training program? Is a former employee leading a project at his new workplace? Keeping track of what your competitors are doing when it comes to training and development will help you make informed decisions about your own.

Although the exit interviews should of course give some insight into what development opportunities the employees want, websites with employer reviews can also provide a valuable perspective. The low pressure - and not least the anonymity - on websites such as Glassdoor can give a more honest insight into how you can match others in the industry.

Set S.M.A.R.T. goals

When it comes to development opportunities, it is important to set specific, measurable goals in order to achieve concrete progress. If the employees are not sure what they are working towards, it is likely that they will become demotivated or unengaged in the training.

Performance Management Software can help HR and line managers identify training needs, create personal development plans and keep track of which training activities are planned and carried out. It can make the process easier - especially if you are part of a larger organization - and ensure that the goals that are set are easily accessible to both the management and the employee themselves.

In addition to being well communicated, the goals discussed with the employees should be S.M.A.R.T.: specific, measurable, achievable, relevant and time-bound. Concrete training goals help to keep employees engaged and responsible throughout the learning process.

It is also important to note that the objectives should not only focus on formal training and that line managers should be active in identifying upcoming development opportunities as they arise. Is there a new project that an employee would like to take on, or a task that they can lead? By looking after existing interests, you can help create a culture of learning in the organization.

Ensure equal opportunities

Employees with different backgrounds should of course have access to professional development opportunities. It is also very important that the HR department is aware of - and actively combats - the effect of unconscious prejudice in the workplace.

In addition to collecting important feedback on DEI practices, HR systems with built-in personnel management software can contribute to this. With integrated analysis tools, the HR department can see a lot of data at the same time, which makes it even easier to identify how fairly the training offers are distributed.

In addition to further developing the D&I strategy, HR should ensure that training plans and courses are accessible to everyone. Online workshops, for example, can be convenient for many, but can be a disadvantage for those who are not digitally native. An external training day may at first glance seem fun and innovative, but may be impractical for parents who work in everyday school life.

By taking the time to understand the employee demographics, the HR department can take a more open approach to training, which means more effective development opportunities for everyone.

Measure and improve the training strategy

When preparing a training strategy, it is important to remember that employee development is a long-term effort that must be monitored and improved over time.

When evaluating whether your training and development activities have been successful, consider the following:

• Are the employees still engaged in the training, or have they lost interest?
• Has the training affected the employees' self-confidence?
• Have the training offers affected the quality of the work carried out?

By having regular contact with employees and line managers and opening up for honest feedback on the measures, the HR department can develop an effective training strategy that develops together with the participants.

In today's competitive landscape, prioritizing training and development through digital tools is crucial for organizational success. IceHrm offers a comprehensive solution to optimize these efforts, ensuring employee engagement and growth.