Retraining in the Workplace: A Comprehensive Guide PDF

What is Retraining? Retraining is a process of updating one’s talents and skills to keep up with workplace development. Simply, retraining in business is nothing but learning a new skill or job within your department. Retraining, as the name implies, entails training an employee once again....

What is Retraining? Retraining is a process of updating one’s talents and skills to keep up with workplace development. Simply, retraining in business is nothing but learning a new skill or job within your department. Retraining, as the name implies, entails training an employee once again. When should you Retrain an employee? When an employee is evaluated as 'not qualified' for a skill or knowledge, as decided by assessing the employee's answers in the training questionnaire, retraining (repetition of previously completed training) is required. Retraining programs can be held annually or more frequently as required, based on the importance of the task consistency in which the skill sharpening is involved. The need to retrain employees is often seen in senior members of the workforce, who are required to keep in touch with evolving technical skills. Why Training and Retraining is Important? Training and retraining are essential practices within organizations, playing a critical role in maintaining a skilled, competent, and adaptable workforce. Here is the key to why training and retraining are important: 1. Adapting to Technological Changes Training and retraining help employees stay up-to-date with the latest technologies and tools, enabling them to perform their jobs efficiently and effectively (Bersin, 2010). In today's fast-paced digital age, technological advancements are happening at an unprecedented rate. Without continuous training and retraining, employees may struggle to keep up with the latest software, hardware, and systems, leading to decreased productivity and competitiveness. For example, a company that fails to provide its employees with training on new software may find that they are unable to effectively use the system, leading to errors, delays, and decreased customer satisfaction. 2. Addressing Skill Gaps Training and retraining help bridge skill gaps, ensuring that employees possess the necessary skills to adapt to changing organizational needs and remain productive (ATD, 2014; CIPD, 2020). As organizations evolve and grow, new skills and competencies are required to meet changing business needs. Training and retraining programs help to identify and address skill gaps, ensuring that employees have the necessary skills to perform their jobs effectively. For instance, a company that is expanding into new markets may need to provide its employees with training on cultural awareness, language skills, and market-specific knowledge to ensure success. 3. Improving Employee Performance Training and retraining enable employees to improve their performance, increase their productivity, and enhance their job satisfaction (Noe, 2017; Katz, 2013). By providing employees with the skills and knowledge they need to perform their jobs effectively, organizations can improve overall performance, increase productivity, and reduce errors. For example, a company that provides its customer service representatives with training on effective communication skills and conflict resolution may see an improvement in customer satisfaction ratings and a reduction in complaints. 4. Promoting Career Advancement Training and retraining provide employees with opportunities for career advancement, skill development, and personal growth, aligning with their career aspirations (McLean & Company, 2019; Noe, 2017). By investing in employee development, organizations can help employees achieve their career goals, increase job satisfaction, and reduce turnover rates. For instance, a company that provides its employees with training and development opportunities may see an increase in internal promotions and a reduction in recruitment costs. 5. Retaining Talent Training and retraining help organizations retain their top talent by demonstrating a commitment to employee development and providing opportunities for growth and advancement (Bassi & McMurrer, 2008). In today's competitive job market, employees are looking for organizations that invest in their development and provide opportunities for growth. By providing training and retraining programs, organizations can demonstrate their commitment to employee development and retain top talent.  For example, a company that provides its employees with opportunities for career advancement and skill development may see a reduction in turnover rates and an increase in employee loyalty. 6. Boosting Employee Morale and Job Satisfaction Training and retraining demonstrate an organization's commitment to employee development, leading to increased job satisfaction, motivation, and reduced turnover rates (Huczynski & Buchanan, 2013). When employees feel that their organization is invested in their development, they are more likely to feel motivated, engaged, and satisfied with their jobs. For instance, a company that provides its employees with training and development opportunities may see an increase in employee morale, motivation, and job satisfaction, leading to improved overall performance. 7. Enhancing Organizational Competitiveness A well-trained and retrained workforce is better equipped to respond to changing market conditions, enabling organizations to innovate, adapt, and remain competitive (Bersin, 2010; Pfeffer, 1998). In today's fast-paced business environment, organizations need to be able to adapt quickly to changing market conditions. A well-trained and retrained workforce is better equipped to respond to these changes, enabling organizations to innovate, adapt, and remain competitive. For example, a company that provides its employees with training on new technologies and systems may be able to respond more quickly to changing market conditions, enabling it to stay ahead of the competition. 8. Increasing Organizational Agility Training and retraining enable organizations to respond quickly to changing market conditions, enabling them to innovate, adapt, and remain competitive (Bersin, 2010). By providing employees with the skills and knowledge they need to adapt to changing business needs, organizations can increase their agility and responsiveness to changing market conditions. For instance, a company that provides its employees with training on agile methodologies and project management may be able to respond more quickly to changing customer needs, enabling it to stay ahead of the competition In summary, training and retraining are vital for organizations to maintain a skilled and adaptable workforce, improve employee performance, promote career advancement, retain talent, boost employee morale, enhance organizational competitiveness, and increase organizational agility. Orientation Orientation is the planned and guided program of adjustment of a new employee to his company, his job, and his associates in that job. It is a joint responsibility of the personnel department and the supervisor of the new employee. Orientation includes: (1) the introduction of new employees to refresher training of workers already on the job, also called induction, and (2)the refresher trading of workers already on the rolls for their training to changes in methods, procedure and working conditions. How to conduct an Orientation for Newly Hired Employees? Step 1: Create a Favorable Attitude and Adjust to the New Environment Welcome and Introduce: Schedule a meeting with the new employee and their supervisor/manager to introduce them to the team. Provide a warm welcome and make them feel comfortable in their new environment. Offer a tour of the office or plant to help them become familiar with the company's layout and different departments. Explain Organizational Structure: Provide a detailed overview of the company's organizational plan and functional chart. Explain the company's mission, vision, and values. Introduce key personnel, including their supervisor, HR representative, and other colleagues. Conduct a Plant Tour:  Schedule a guided tour of the office or plant to help the new employee become familiar with the company's layout and different departments. Introduce them to other employees and supervisors in each department. Highlight important facilities, such as the cafeteria, restrooms, and break rooms. Step 2: Provide Basic Job Information Clearly Explain Job Duties and Responsibilities: Provide a detailed job description and explain the new employee's role and responsibilities. Discuss their short-term and long-term goals and objectives. Clarify their expectations and key performance indicators (KPIs). Explain Job Relations: Explain how their job relates to others in the team and department. Discuss how their work will impact the team and the company as a whole. Introduce them to their colleagues and explain how they will work together. Provide Instruction and Guidance: Offer good instruction, demonstration, and guidance to help them perform their job correctly. Provide training on company policies, procedures, and systems. Assign a buddy or mentor to help them adjust to their new role. Step 3: Acquaint with Company Policies and Procedures Explain Company Policies: Discuss company policies on discipline, safety, hours of work, incentives, promotions, transfers, and more. Explain the company's code of conduct and ethics. Provide information on employee benefits, such as health insurance, retirement plans, and employee assistance programs. Discuss Salary and Benefits: Explain their basic salary, overtime pay, and related matters. Discuss fringe benefits, such as vacation and sick leaves, paid holidays, and employee benefits. Provide information on employee discounts and perks. Inform about Rules of Conduct: Educate them about the rules of conduct governing employees. Explain the penalties for violating these rules. Discuss the company's policy on confidentiality and non-disclosure agreements. Step 4: Inspire Interest in the Company's Business Highlight the Company's Products and Services: Emphasize the importance of the company's business and products. Explain how each individual employee contributes to its success. Discuss the company's competitive advantage and unique selling points. Explain the Role of Each Employee: Show how the company values its personnel and their responsibility in maintaining high standards. Discuss the company's expectations from each employee. Emphasize the importance of teamwork and collaboration. Step 5: Follow-up and Evaluation Monitor Performance: Schedule regular check-ins with the new employee to monitor their progress and provide feedback. Evaluate their performance during their probationary period to identify areas for improvement or additional training. Provide Feedback and Support: Offer feedback, guidance, and support to help them overcome challenges and adjust to their new role. Provide additional training or coaching as needed. Make Timely Decisions: If the new employee is not a good fit, consider terminating their services promptly to avoid further investment. Document the reasons for termination and provide feedback to the HR department.