By IAN FERGUSON
BAHAMIAN businesses all agree that our school system has failed over time to produce the quality of students required to meet the needs of industry. They further agree on the fact that it becomes quite expensive to hire and provide subsequent training programs for these ill-prepared members of the team. What is most disheartening about this reality is that many businesses sit idly by complaining about the current state of affairs, and refuse to engage their employees in meaningful training initiatives. Others still place their hard-earned bottom line behind 'feel good' motivational speeches delivered by beautifully marketed trainers and business consultants.
It appears as if the negative attitude towards education and training that is pervasive in our education system has penetrated into our corporate environment. In fact, many educators will make the claim that the workforce has inherited two post-colonial generations (both X and Y) where the vast majority of school leavers were unable to meet minimum standards. Somehow, magically, we expect school failures to enter the world of work and deliver great value in productivity without making critical investments to fill the developmental gaps.
Condemnation must fall on businesses that deprive their employees of valuable training and learning opportunities. Employee growth and development spurts company growth and development. No one can argue with this. The battle, then, is to motivate company chief executives to quit the whining, avoid the intimidation and policing tactics that have become quite popular, and make concerted efforts in developing people.
I encounter quite disillusioned business owners who have not done due diligence in sourcing value-added training programs. Some very prominent businesses have, in fact, completely dismissed training from the budget, labelling it an unnecessary expense. They are so short-term in their thinking that they settle on managing businesses in the small cesspit pool of old business traditions and autocratic leadership. Training is no doubt an investment, but a necessary one. Successful Fortune 500 companies, and a few larger resorts locally, have demonstrated the importance of implementing training programs to break the cycle of mediocrity and stagnant productivity. Well-executed training drags your company out of the season of drought, while also propelling you into a new oasis of efficiency.
So how does this work? If training is to be an effective tool in your organisation, your company should pay close attention to the following:
1. Ensure the training program is customised to meet the needs of your organiisation, and is aligned with your company goals, vision, mission and values.
2. Ensure the training is offered for your staff as well as your leaders. Training and staff development that is not supported by all tiers of leadership will not be sustained.
3. The training program should be engaging, allowing participants the opportunity to interact with the learning and material.
4. The training program should be delivered by professionals who have met basic criteria in their own academic and professional qualifications, and have a proven track record of mastery.
5. The training program should have some take away instrument, which allows the participant to walk away and implement the strategies presented.
6. The training program should have outcomes that are measured at the end of the session or a designated period of time.
7. The organisation must engage in the training process, holding every participant accountable to higher standards with the knowledge they have received. To whom much is given...much is required.
Start the year right. Register your employees for competency-based and certification training through The Chamber Institute.
Contact Latoya Swain at lswain@thebahamaschamber.com, 242-322-2145 or subscribe to our weekly newsletter by going to the Bahamas Chamber of Commerce and Employers Confederation's Website.
* NB: About the author
Ian R. Ferguson has a Master's Degree in Education from the University of Miami. During the course of his nearly 20 years in education, talent management and human resources, he has served both the public and private sector. He currently serves as manager of the Chamber Institute.
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