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Employee Training: Benefits & Best Practices

by FrankCrum on August 15, 2023

Businesses that invest in employee training often find that it helps them maintain a competitive advantage and leads to long-term success. Companies that focus on employee growth and learning have skilled and engaged workers that drive innovation and reach organizational goals.

In this article, we will explore the many benefits of investing in employee training and development, along with the best practices for designing effective programs that foster employee learning and growth.

Benefits of Investing in Employee Training and Development

Employee training and development offers numerous benefits that positively impact both individuals and the organization as a whole. A skilled workforce contributes to the company's competitiveness and ensures it stays ahead of the curve in an ever-evolving market.

  • Improved Employee Performance and Productivity: By providing employees with relevant and targeted training, they acquire new skills and knowledge that directly impact their job performance. These improved competencies increase productivity and efficiency, as employees can apply their learning to their day-to-day tasks. For example, if a sales team is well-trained in sales techniques, they are likely to generate more revenue.
  • Enhanced Employee Engagement and Job Satisfaction: Investing in employee growth and development boosts employee morale and engagement, as it shows a company's commitment to its workforce. Engaged employees are more likely to be satisfied with their jobs, leading to increased loyalty and reduced turnover rates. For instance, a software development company offering technical training and certifications fosters professional growth and loyalty among its developers.
  • Building a Skilled and Adaptable Workforce: As industries continuously evolve, companies need employees who can adapt to new challenges and technologies. Investing in employee training and development equips the workforce with the necessary skills to stay ahead in a rapidly changing environment. For example, a retail chain that trains its employees on digital retail tools will be better prepared to compete for online business.

Best Practices for Designing Effective Employee Training Programs

To create impactful training programs, businesses should follow some best practices.

  • Conducting a Needs Assessment: Before developing a training program, conducting a needs assessment is crucial. This assessment helps identify the skills that are lacking within the organization and determine the necessary training. Employees and managers can conduct this assessment through surveys, performance reviews, and discussions. For example, a manufacturing company might identify the need for safety training based on accident reports and compliance requirements.
  • Setting Clear Objectives and Learning Outcomes: Clear and measurable objectives are essential for defining the success of a training program. Setting clear learning goals helps shape the training by focusing on improving customer service and technical skills. For instance, a customer service training program could aim to reduce customer complaints by a certain percentage.
  • Utilizing a Blend of Training Modalities: Effective employee training often uses a mix of training methods to suit different learning styles and preferences. This may include in-person workshops, e-learning modules, on-the-job training, and mentoring programs. For example, an IT company might provide hands-on workshops for technical skills and supplement them with online courses for theory-based learning.

Personalizing the training for different roles and incorporating feedback for continuous improvement enhances the overall effectiveness of the programs.

Developing a Culture of Learning

Creating a learning culture in the workplace is fundamental to driving employee learning and growth.

  • The Role of Leadership in Employee Training and Development: Leaders are essential to the development of a learning culture in the organization. When leaders actively participate in training and encourage their teams to do the same, it sets a positive example and emphasizes the importance of continuous learning. For example, a CEO attending training sessions alongside employees shows a commitment to personal and professional growth.
  • Recognizing and Rewarding Learning Achievements: Recognizing and rewarding learning achievements boosts motivation and encourages employees to continue participating in training programs. This recognition can take the form of certificates, promotions, or even monetary incentives. For instance, a retail company might award "Learning Champion" titles to employees who complete a certain number of training modules.

Recognizing and rewarding learning achievements further reinforces the importance of learning in the organization's values and mission.

Measuring the Impact of Training and Development

Companies need to implement robust measurement and evaluation methods to gauge the effectiveness of training and development initiatives. Calculating the training ROI provides valuable insights into the tangible benefits that training brings to the company.

  • Identifying Relevant Key Performance Indicators (KPIs): Identifying KPIs that are relevant to your training program provides a way to track its success. A few metrics to be considered are employee performance, productivity, customer satisfaction, or sales figures. For example, a call center might compare the time it takes to resolve customer issues before and after communication training.
  • Collecting and Analyzing Training Data: Gathering feedback after training using assessments, surveys, and forms provides another data point as to the effectiveness of the program. Analyzing this data provides insights into the strengths and weaknesses of the curriculum, allowing for continuous improvement. 

Overcoming Challenges in Employee Training and Development

While investing in employee training and development yields significant benefits, challenges may arise during implementation. Examples of these challenges can include:

  • Addressing Budget Constraints and Resource Limitations: Budget limitations can pose challenges to developing comprehensive training programs. Companies can overcome this by exploring cost-effective options such as free online resources, internal mentorship programs, and collaborative learning initiatives. For example, a startup with a limited budget might encourage knowledge-sharing sessions among team members to promote skill development.
  • Overcoming Resistance to Change and Fostering a Learning Culture: To create a learning culture, everyone in the organization needs to communicate well, be open, and support each other. To overcome resistance to change, address employees' concerns, highlight training benefits, and involve them in decision-making. For example, a traditional organization moving to remote work may provide training and support to help employees adjust to the new work setup.

Juggling work training and daily tasks is tough, but proper planning and scheduling can help mitigate this issue.

Leveraging Technology in Employee Training and Development

Companies can use technology to improve employee training and development through learning management systems and e-learning platforms.

  • Using Learning Management Systems (LMS): Learning Management Systems (LMS) are powerful tools that can simplify training program administration, tracking, and delivery. LMS platforms enable employees to access training materials at their convenience and allow administrators to monitor progress and assess performance. For instance, a company with field employees might use an LMS to deliver consistent training across territories.
  • Using Virtual and Augmented Reality: These technologies are becoming popular for employee training as they provide immersive and interactive learning experiences. These technologies can simulate real-life scenarios and allow employees to practice their skills in a risk-free environment. For example, a healthcare organization might use virtual reality to train surgeons on complex surgical procedures.

These tools provide flexible learning options, allowing employees to access training materials at their convenience.

Investing in employee training and development is a strategic decision that brings numerous benefits for employees and organizations. Companies can create a skilled and engaged workforce by designing good training programs, promoting a culture of learning, and using technology. This leads to growth and success.

Valuing employee learning and growth is crucial for organizations to stay competitive and sustainable in today's ever-changing business world. As organizations continue to invest in their employees' development, they pave the way for a prosperous future filled with innovation and achievement.

At FrankCrum, we believe every business can benefit from a strong training program. That’s why we recently launched FrankCrum TrainingHub, a customizable LMS platform for our clients. It’s just another way we are fulfilling our mission to help businesses become the best they can be. To learn more about our comprehensive services, contact us today.


FrankCrum is a professional employer organization (PEO), founded in 1981 dedicated to helping business owners boost HR capabilities and broaden convenient services and benefits to employees. The origin of FrankCrum dates back to 1981, when Frank W. Crum, Jr. and his father, Frank Crum, Sr., founded the Great American Temporary Service. With a passion for helping small business owners succeed, the company has evolved and grown over several decades.

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