Learning & Development
Employers are finding it increasingly difficult to employ staff with the correct qualifications and skills for a chosen job. It is therefore important that employers think about retaining staff through benefits, career progression and training opportunities, all of which should be considered as part of an employer’s retention strategy.
It is important that learning and development is carefully structured to ensure that both individuals and employers benefit. HR should play an advisory role in this process whilst managers resume ultimate responsibility through joint discussion with individual employees. Many employers now have career development or training staff to do just that.
Companies need to ensure that talent does not go unnoticed and that opportunities for progression are made available to staff who have demonstrated their skills to ensure that they are retained through appraisals and training requests.
Improving employees’ performance is part of the management role and should be considered and formalised during an annual performance review. Managers must identify and prioritise development for their staff, make good training plans and ensure that the development of promised training happens and that it is monitored against the original objectives.
The Appraisal Management Module assists you with the scheduling and recording of employee appraisals. Within the appraisal module you can perform employee skills assessments, where both the employee and the employer can enter values relating to specific aspects of an employee’s job performance. If your company has achieved Investors In People status, or is working towards this, then appraisal goals can be linked to company goals.
The Appraisal Management module also links with the Learning & Development module, so that training needs set as a result of an appraisal are immediately available to the Training Management process and assessed skills can be carried across as Qualifications.
Finally, you can match an employee to job title criteria to see how well the employee matches to their chosen job. This match is based upon many different criteria, such as employee qualifications, skills, and such things as willing to work overtime, driving licence, etc.
TeamSpirit’s HR system contains significant functionality in support of Learning and Development. The system’s functionality allows budgets for individual employees, or departments to be set and recorded and for costs of any courses attended to be monitored against the applicable department. Each employee can be costed for time use, course costs and expenses.
TeamSpirit HR will also provide the facility to highlight target dates that may be linked with appraisals or renewal dates for training courses and certifications. Capability also exists for mandatory courses to be linked to specific job titles and for extract information to be created for the production of certificates. TeamSpirit can also be used to track up to nine employee induction courses.
The system’s mail merge facility enables course review and appraisal forms to be produced quickly and easily.
TeamSpirit’s Employee Self Service modules can additionally support and simplify how your business organises its Learning and Development Strategy. Rather than responsibility lying with the HR Department alone TeamSpirit’s Employee Self Service will allow your business to delegate much of the responsibility to line managers or supervisors. Using TeamSpirit Self Service employees can request and book training courses online, managers can implement the necessary approval process and upon authorisation an email confirmation can be sent to the employee.
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