The advantages and downfalls of internal investment in learning initiatives.

Below are 5 pointers as to why internal investment in employee growth is important. We cannot forget that there can also be disadvantages. However, learning initiatives for a vital part of employment planning in today’s society. This is especially true with the latest trend of the “silent quitter”.

1. Investing in an employee development?gives the employee the confidence that they are being skilled to perform at their peak in their current role. There is a greater chance of employee loyalty and retention where the employee feels his career development has been considered and invested in.

2. Employees remain relevant and externally aware, this will translate to a change in the way they approach their work, bringing in innovative ideas influenced by their learnings.

3. Over the last few years we have seen shifts in the way people work and greater technological advancement. There is a greater need for business to accelerate their skills development initiatives, identifying skills required to ensure the business sustainability over the next 3-5 years. This would require investment in the current workforce as most of the required skills are niche, scarce or is not available in the market. These scarce and critical skills come at a premium price and with the high demand the chances of acquiring them become slim. Growing your talent as become more necessary now for business longevity?

4.?In order to bridge skills gaps and increase levels of productivity within departments , business must address the knowledge or skills deficient?through formal or informal learning initiatives. The right investment will be visible in the quality of interactions, greater efficiencies created and overall improvement in the way work is delivered.

5. Overall happier and more engaged employees because they feel cared for

?Whilst there is never a negative from an employee perspective to development, from a company perspective the following should be considered when investing in talent.

?1. Ensuring that the learning initiative is fit for purpose and that the right employees have been identified for the opportunity. If not correctly matched the learning and investment will reap little or no positive outcome.

2. The more skilled an employee is the more marketable he would become and succession planning and development conversations must be addressed so that the employee is retained and the skills and knowledge is not lost from the business

3. As employees achieve academic development, there is an expectation of promotion or at least an increase in earnings. The expectations of the employee must be professionally managed, or the employee may become despondent leading to a decrease in morale and productivity

4. Employees may want to study or learn something outside of their field, if this opportunity is granted?without a career development path within the area of study, it is likely that the employee will leave the organization.

5. The cost of good education is ever increasing this coupled with the time out of the office will impact the productivity in the short term.

Overall, the employee’s needs need to come first before the company, and in upskilling both employee and company will benefit. We must not forget that, employees, especially millennials are constantly looking for career growth opportunities and companies that will take time to invest in them as people.?