Many employers want to make sure they’re hiring the best and brightest talent to fill positions in their companies. But once the hiring process is over, some employers forget about training and development to make the most of that talent—and the talent that already exists within their ranks. If you’re not already investing in training and development for your employees, you should be—and here’s why.


Here’s an example: You’ve realized you need someone to manage your social media accounts. You could create a new position and find an external candidate to fill it. But does someone in your company already have social media expertise? Or perhaps there’s someone who has been working with your social media accounts, but they need a bit more training to be really great at it. They have the will and the drive, and you already know their work ethic. Instead of hiring someone new, give this person a chance to develop their skills. If you don’t feel you need a new full-time position, this can help you as well: You might be able to simply add responsibility to the existing employee’s position, with the intention of creating a new position for them to move into when you need them to.


While many employees value a routine and schedule, over time, they may stagnate in their positions. If an employee sees that they’re simply doing the “same old thing,” day in and day out, they’ll become bored. They may feel restless. They may be less productive or motivated, and they may feel deeply dissatisfied with their jobs.

Training and development, then, can help keep your employees motivated, engaged, and productive. By allowing them to learn a new skill, you will help your employees re-engage with their jobs. New skills may allow them to do things more efficiently or exercise more creativity in how they perform their jobs. And employees who feel accomplished and that they have opportunities to learn and innovate report more satisfaction with their jobs. That’s good news for you—satisfied employees are more motivated and productive.


Not all training and development focuses on enhancing an employee’s job-specific skill set or preparation for another role. In fact, one important aspect of ongoing training and development is ensuring employees are practicing health and safety in the workplace. This can mean going over ergonomic desk setups for office workers, or it might mean reviewing ladder safety for workers who need to use one. Of course, health can also include wellness programs, which can teach important lifestyle skills such as nutrition, while safety can also include things like keeping your firm’s data safe from online attacks. Training in these areas can help employees operate in a safe and healthy way in their workplace. This can keep your business safe, and it can also help employees live their best lives by avoiding workplace injury and encouraging better lifestyle choices. That can lead to happier, healthier employees—who, in turn, are more productive for you.


If you know that some of your senior management will be retiring in a few years, you may want to begin developing talent in-house instead of looking outside for a senior manager’s replacement. Ongoing training and development efforts can help identify those employees who have the talent and interest to be promoted into more senior positions. This can help you avoid lengthy and costly candidate searches later on—and also avoids the pitfalls of hiring someone who isn’t a good fit for your company culture. After all, employees you develop in house are already vetted by you; you know they’re a fit for your company, they know your company procedures, and you already know what they bring to table.

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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