If you Train Them, They will Come and Stay,
Using Training and Development to Recruit and Retain
According to a recent SHRM article, businesses are finding themselves facing an unexpected talent shortage. A look at long-term demographics show that this talent shortage will last for many years. Businesses searching for answers are finding that investing in education might provide a solution. In addition, a recent Software Advice article on employee trends found that 49 percent of small-business employees surveyed said they haven’t developed any new skills during the pandemic. Thirty percent of employees chose learning and development (L&D) opportunities as the most important factor they consider when evaluating a new job.
Changes in technology and competition, laws, regulations, and social norms are constant and rapid - we can’t easily predict the future. Therefore, we need to focus on developing people who can respond to the future. Giving employees new skills also makes them feel valued and helps you assess their strengths and skill gaps for future development.
As critical as this approach is, it does involve an investment of resources – money and time, something that we often don’t have. However, there are approaches to creating affordable programs, some that even provide an immediate return. Many activities are being used in large and small organizations. Things like support for self-initiated development activities, mentoring and coaching programs can be established in any organization.
Join us for If You Train Them, They Will Come. Bring your thoughts and struggles to participate in a lively discussion of the strategy behind creating and promoting your own “attractive” development programs. Taking a proactive approach to development in your organization can help you get and keep and grow the people you need to face the future of the world of work.
Objectives:
- Understand the importance of Learning and Development programs and taking the proactive approach to development in your own organization.
- Review different approaches on how to create affordable development programs for long-and short-term returns.
- Consider the value of training and development approaches beyond the traditional classroom.
HRCI/SHRM = 1.5 credits
Zoom invite will be sent prior to event
About our speaker:
Phyllis G. Hartman, SHRM-SCP, President, PGHR Consulting, Inc. has 30+ years in HR. Her work includes Recruiting and Outplacement, Harassment Prevention training, Employee Development, Employee Relations, Policy Development, and Affirmative Action. Clients have included engineering, medical, service, not-for-profit and manufacturing sectors. Prior to PGHR she worked in management in manufacturing and not-for-profit. She holds an MS in HR from La Roche University.
Phyllis is a frequent speaker presenting sessions for the Society for HR Management (SHRM) national, and business groups, including non-profit, engineers, architects, medical and dental professionals. An adjunct instructor for several schools, she has served as a full time Visiting Professor in HR for La Roche University.
She authored: A Managers Guide to Developing Competencies in HR Staff, 2018; Looking to Hire Looking to Hire an HR Leader? and Never Get Lost Again: Navigating Your HR Career all published by SHRM. Phyllis does volunteer work for the SHRM and the Bayer Center for Non-Profit Management.
