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
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
Managers play a key role in making a workplace wellness program a success. Managers need to help to motivate staff by setting a good example, provide the tools that staff needs to keep themselves on the right track, communicate your organization’s wellness messages, and help to educate staff on the latest wellness techniques. This online wellness course for managers will empower key staff on how to embrace a wellness program, and show the critical role managers play in the success of the program
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The main objective of this course is to guide you through a variety of topics on working more safely when performing grounds maintenance duties.
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Employees play a critical role in helping to achieve safety and health objectives. By the end of this online safety training course employees will be able to understand why safety is such an important workplace issue, identify the requirements of OSHA and the law, know what the safety policy requires, and take an active role in promoting workplace safety and health.
Trainers should research their company's situation thoroughly before developing a customized training plan for you company.This article shows you how to plan an effective safety training program. You can use many different company resources to help you determine your company's training needs, such as company goals, HR complaints and legal obligations.
Training topics may include general skills such as literacy, technical skills,orientation about the organization, as well as programs designed to prevent lawsuits, audits,and fines, such as sexual harassment training, safety training, and ethics training.
With an economy on the rise, employers are targeting training as a way to fill the growing skills gap and use their available resources most effectively. According to a new industry study by Bersin by Deloitte, overall spending on training rose 15 percent to $1,169 per learner last year. In order to fill organizational shortages with the resources you have and give employees new opportunities to help your business grow, effective training is crucial for meeting your long-term goals.
A successful training program is always a work in progress, and the training cycle isn’t complete without an evaluation of training’s effectiveness, which leads to decision-making and planning for future training. Here are several methodologies for evaluation as well as practical ways to retrieve good results.
As a $134 billion business that employs nearly 1.8 million people, the U.S. lodging industry must not only meet the needs of guests to keep their organizations thriving, but they must also protect the safety and well-being of employees. From cleaning guest rooms, to serving meals, to maintaining hotel grounds, employees are put in situations each day that can put them at risk. Read this article today and learn tips for protecting your employees while keeping your daily operations running.
Related Training Topics
A growing number of employers are turning to online employee training for a hands-on, interactive way for employees to learn. More economical in both time and money than conventional training, this form of training has become more and more popular as Internet technology has improved.
Safety meetings and safety talks are usually thought of as departmental or crew meetings. These frequent meetings, ranging from weekly to monthly depending upon the situation, allow the supervisor or trainer to review key safety topics and review any accidents incurred by members of the group.