Workplace Training

One of the most important factors for an effective workplace training program is having the support of management. If you are having trouble convincing management that the training is worth the investment, just show them the following sobering statistics.

  • In fiscal year 2008, the U.S. Equal Employment Opportunity Commission (EEOC) received more than 95,000 complaints alleging discrimination in the workplace.  The EEOC obtained more than $274.4 million in monetary benefits for complainants and other aggrieved parties (not including monetary benefits obtained through litigation).
  • Employees filed more than 32,000 sexual harassment complaints in 2008, and the EEOC obtained $74.8 million in monetary benefits.
  • In 2008, there were 5,071 fatal work injuries. The rate of fatal injury for U.S. workers in 2008 was 3.6 fatal work injuries per 100,000 full-time equivalent workers.
  • More than 4.5 million workers suffered nonfatal work injuries in 2008. Median days away from work–a key measure of severity of the injuries–increased to 8 days, the first increase in 4 years.

In addition to higher expenses, the organizations that were affected by the above statistics most likely saw lower morale among the co-workers of the employees who suffered the work injury or workplace discrimination.

One of the most effective ways an employer can avoid the same fate is by having a well-trained workforce. Effective workplace training can help employers avoid employee lawsuits, workplace injuries, and violations of laws and regulations.

What Topics Should Your Workplace Training Cover

Before training can begin, the organization must determine its training needs. At a minimum, your training program should cover employment laws and regulations that apply to your organization, such as:

  • Workplace safety (OSHA has dozens of training requirements)
  • Sexual harassment
  • Diversity
  • Ethics
  • The Americans with Disabilities Act

In addition, employers should consider offering training in sales, customer relations, various work skills, management skills, computer skills, new technology, and production methods.

Once you have identified your organization’s training needs, you can then set specific goals to meet each of those needs. Use quantifiable measurements for what employees are to achieve after training, such as an increased production quota or decreased injury reports. Ensure that those targets are achievable, but not necessarily easily achieved. The next step is to list everyone who needs to be trained in each topic area.  Then, set up a training schedule.

BLR’s TrainingToday offers more than 60 courses to help you meet your training needs. Subjects include:

  • Sexual Harassment Training for Employees
  • Sexual Harassment Training for Supervisors
  • Diversity Training
  • OSHA Training for Employees
  • Substance Abuse Training
  • Workplace Violence Training

Related Training Courses

Sexual Harassment and Equal Employment Opportunity (EEO) — Training

This session will guide you through a variety of topics regarding EEO training and what you should know about preventing sexual harassment.

OSHA Inspections, Citations, and Penalties

The main objective of this session is to prepare you to manage an OSHA inspection effectively to achieve the best possible result. By the time this session is over, you will be able to identify how investigations are triggered; develop an inspection action plan; understand the steps in the inspection process; assume an effective role in the inspection; and successfully deal with the outcome of an inspection.

Workplace Diversity for Employees

The main goal of this session is to help you understand the importance of diversity in the workplace and how you can support it for everyone’s benefit. By the end of the session, you should be able to identify the ways in which we are diverse; understand both the challenges and the opportunities of a diverse workforce; help avoid discrimination and harassment in the workplace; and follow the laws and the organization’s policy regarding workplace diversity and discrimination.

Preventing Sexual Harassment: A Guide for Supervisors

This course is about sexual harassment in the workplace. It’s an important subject because sexual harassment is illegal. Our workplace also has a formal policy that prohibits sexual harassment in the workplace- a policy you are responsible for enforcing. But beyond laws and policies, sexual harassment is very damaging to the workplace and work environment. This course will cover what sexual harassment is, why it’s so damaging to employees and the organization, and what you can do about it.

ADA—What Supervisors Need to Know

This online employment course will help supervisors identify the purpose of the ADA, define “disability” correctly, make reasonable accommodations, handle job interviews and post-offer discussions properly, deal appropriately with leaves of absence and reinstatement, and avoid discrimination based on disability.

Related Training Libraries


The HR-Employment Library includes HR training courses to train new employees, existing employees and experienced managers and helps ensure compliance with all Department of Labor (DOL) rules and regulations. From orientation, to FMLA, to team building we have you covered.   Click any course title below to view a full description and preview the training. . .

Workplace Safety

Do you fully understand what your responsibilities are when it comes to compliance with OSHA and other federal and state safety rules and regulations? For many organizations, getting the information and tools you need to stay on track and in compliance is time-consuming and expensive.   The Workplace Safety training library includes everything you need. . .

Plus of Us: Diversity Training

The Diversity library is an interactive training program with different modules for supervisors and employees. It features real-world scenarios and insightful commentary from a leading workplace expert and employment law attorney.