Because Small Business is Big Business

Training and Development

training and developmentBelow we’ll look at the key HR function of training and development and what an HR expert may be able to provide that the Office Manager or Accountant can’t.

Training & Development

Developing employees and creating a work culture where everyone can thrive, find satisfaction in meaningful work, and engage in helping the company succeed requires a focused effort. While some employees may be self-motivated to expand their skills and learn new methods and technologies, many are content to coast at their current level.

Organizational culture must be tended to or it will stagnate. As internal and external conditions change over time, the company has to decide core values that are non-negotiable, understand what can and should change in response to new realities, and have a process in place to manage changes in a systematic and people-sensitive way.

Partnering with a training & development consultant is a quick and, usually, economical way to provide learning opportunities for you and your staff. Strategic organizational design, change management leadership, and other organization-enhancing initiatives can also benefit from a trained professional (OD Consultant) who can help with the big picture. The best-consulting arrangement includes a plan to train you and your management team to execute the strategy without complete dependence on the consultant.

Business Advising

A good HR Manager becomes a business partner in your organization. Just as any functional leader provides insight and advice from their vantage point, so too the HR business partner sheds light on human factors that allow the organization to accomplish its goals.

If your core leadership team is filled with creatives, financial gurus, operational experts, and analysts, is there anyone advocating for those tasked with executing the big ideas? Is someone thinking about employment laws, motivation, training needs, or otherwise has the pulse of employees? Whether there is someone on your staff who can provide this view or not, it might be worth having an HR consultant, or a board member, who considers the human resource perspective on the company’s direction and objectives.

For more information check out my book A Small Business Guide to Peak Performance Through People.