5 reasons why in-house training is worthwhile for your organisation
In-house training and lifelong learning are of great importance for many companies and are regarded as increasingly important. This is shown by a study conducted by Trendmonitor Weiterbildung: 98% of the surveyed companies said that in-house training is of great importance for the long-term success of the organisation. In addition, the study shows that only about one third of these companies have fully implemented a training strategy because of a lack of time and high investment costs. In this blog post I want to show you why it is worthwhile to integrate in-house training permanently into your organisation and which role social and technological changes play in this context.
1. In-house training qualifies your employees for digital change
Digitalisation is making its way into all areas of life. Speech recognition has, for example, already arrived in many households. In our working world, new technologies such as artificial intelligence and robotics create new professional challenges.
According to a study, 47 percent of the occupations in the US labour market will no longer exist in their current form within the next 25 years. Similarily, this trend can be expected for Germany. New technologies will replace jobs and change professional tasks. At the same time, however, new jobs will be created in robot development, for example, for which the corresponding know-how yet has to be built up.
In order to qualify your employees for new jobs in your organisation it is crucial to continuously develop existing professional skills. Only those who regularly expand and update existing knowledge will keep pace with new developments, meet economic requirements and stay competitive.
If algorithms and robots become more significant in future business life, which skills will be decisive to ensure your organisation’s success in the long-term?
The diagram shows: In addition to technical skills, the importance of soft skills such as problem solving skills, process knowledge and social skills will increase as soon as artificial intelligence or robotics are integrated into an organisation.
This development can be explained with the following aspects:
- Robots and artificial intelligence cannot fully replace humans. These technologies can facilitate certain tasks by helping to perfom them more effectively. Even today certain physical labour, for example in the automotive industry, is carried out by robots. However, employees are still needed to control the machines’ settings. This requires cognitive skills such as analysing and planning as well as process optimisation knowledge.
- Cooperation among colleagues and with customers will continue to require strong interpersonal relationships in the future. Unlike machines humans are capable of building up strong relationships. Humans can, for instance, solve problems creatively and communicatively, act empathetically, think strategically and collaborate with each other.
- Soft skills are essential especially in social professions. Even though the use of robots is already being considered in this industry, robots can never completely replace human work. Who, for instance, wants to put their child into the hands of a robot instead of a trusted person?
Soft skills are as important for the success of your organisation as is technical knowledge. Its importance will even increase since key qualifications cannot be carried out by machines. Thus, do not just offer staff training on hard skills. Apart from this, motivate your employees to improve their soft skills throughout their entire (professional) lives. This does not only succeed by implementing classroom training courses. Another possibility to enable application-oriented learning are e-learning courses that, for example, focus on conversation scenarios.
2. In-house training increases your attractiveness as employer
A higher income, career opportunities, assistance with professional challenges, personal development – these are just four of many different reasons why employees desire further training. If you comply with the wishes of your employees, you will increase their work motivation and satisfaction with you as an employer. Thus, you will be able to permanently bind your own well-trained employees to your organisation.
Especially encourage elderly employees to participate in further training. This way you make sure that they keep up with new developments. The diagram below shows that the number of people over 50 employed in the EU increased by more than 80% between 1995 and 2017. If people work longer in the future, lifelong learning is even more crucial as initial training will become obsolete over the course of working life. Professional knowledge needs to be updated regularly to make sure all employees cope with new job requirements.
3. You can train your own specialists with in-house training
As described in the previous section, in-house training binds your employees to your organisation in the long term. Furthermore, it enables you to recruit new employees. The more attractive your working conditions are, the better is the chance of attracting new employees. This is a particular advantage regarding the increasing lack of specialists. In 2023, the European Union’s labour market will have 3 million fewer employees at its disposal. By 2028, there will already be 8 million fewer possible employees. In order to be able to fill vacancies in the years to come, your organisation should therefore be as attractive as possible. In-house training offers can create the decisive incentive for applicants to choose a job in your organisation. Of course, with a comprehensive in-house training you can further develop your own employees to become the skilled and specialised workers you need. Use already existing potentials and promote them according to your needs.
4. With in-house training you save costs
Specialising your own staff within an in-house training programme offers you another decisive advantage: by using internal employees whose competencies you already know very well, you avoid possible miscastings. This approach will save you the cost for a new employee who proves to be unsuitable after recruitment, or who does not fit to your organisation. Internal employees do not need any new induction training as they are already familiar with processes and requirements of your organisation. Of course, you will have to invest money and working hours when offering further training. However, you need qualified staff to remain competitive in the long run. By offering tailor-made digital learning opportunities you can attract a large number of participants with a single investment and thus keep your training costs comparatively low.
5. You promote innovation with in-house training
Many employees would like to have the opportunity to develop their skills during working hours. If you respond to this request, you will increase the motivation and productivity of your employees as well as strengthen their willingness for change and innovation. This is particularly important since technological developments are advancing rapidly. Employees who continuously train their skills will develop ideas that turn into innovations.
In-house training ensures your organisation’s success in the long term
Technological and social changes influence our working world – in the past as well as today. This article has shown: If you want to keep pace with upcoming changes, you must be open to innovation and continuously train your staff. Encourage all members of your organisation to lifelong learning. This way you will cope with new developments and master upcoming challenges.
The benefits of in-house training are certainly expandable and can be specified depending on industry. Therefore, we are interested in your opinion on the advantages of in-house training. How do you implement further training in your organisation? We look forward to receiving your messages on this topic and are happy to answer any questions you may have or provide further and individual advice. Please feel free to contact us.