L&D and Employee Retention

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Employees are the essence of an organization. Finding good talent is difficult (Arpankumar, 2013). You wouldn't be able to accomplish most of your objectives without them. And losing them is incredibly painful. Employee retention is crucial because of this (Luscombe et al.,2013).

Rather than spending time and money on recruitment, it makes more sense to develop the talent currently in the organization (Luscombe et al.,2013). It's more important than ever to make sure your staff feel appreciated, challenged, and fulfilled. To accommodate employees' demands for flexibility, professional advancement, and support for their mental wellbeing, businesses are also adapting their cultures and policies (White, 2014). This will in turn lower worker turnover and also inspire the workforce to reach the business goals (Iqbal, 2010).

L&D is crucial in creating a work environment that motivates people to advance and stick with your company (Sandhya, 2011). Since L&D directly address the two most frequent causes of turnover, it is a successful employee retention approach (Iqbal, 2010). Your staff may not feel the need to hunt for those things elsewhere if they are aware of the chances for career growth and better pay within your company (Iqbal, 2010).

Although improving your business abilities is one of the major benefits of excellent training and development, it also has numerous added benefits for your employees (Krasman, 2015). Some are listed below.

PEOPLE AT WORK FEEL VALUED

Employees that receive training and development feel valued, which is an advantage (Arpankumar, 2013). Employee retention is more likely if you take the time to get to know them and provide them chances to grow as individuals.

THE WORKFORCE IS MOTIVATED

Employees can progress in their roles through learning and development, which is advantageous to your business. Better outputs, fresher ideas, and higher levels of productivity result from improved motivation, which helps you accomplish your overall business goals more quickly (White, 2014).

Training allows employees to understand new concepts, gain important skills and arrange them within their daily job roles. By enabling people to learn something new without looking elsewhere, this learning culture will help you keep your employees in the long run (Sandhya, 2011) .

ENSURES EMPLOYEES HAVE THE SKILLS REQUIRED TO DO A GOOD JOB

Employees most frequently cited career-related reasons for quitting their employers. This demonstrates that if you don't provide your staff with the education and resources, they need to execute their jobs, your retention rates are likely to suffer (Sandhya, 2011)

Employees who aren't given the necessary training, either during onboarding or throughout their careers, may not have the abilities needed to perform their jobs successfully (Krasman, 2015). This might not only have an influence on your organization, but it may also make staff demoralized, unmotivated, and more likely to quit, which would lower your retention rates.

DEVELOP SOFT SKILLS

Leadership, communication, cooperation, and time management are the top four soft talents. While many of the bright stars of the organizations may already possess these qualities, they may always be strengthened (Ibrahim et al., 2017). Those who appear to be deficient may just need to learn how to apply the concepts, not the concepts themselves.

On learning platforms, there are many courses available for building soft skills. Additionally, the development of soft skills shows employees that you care about their overall success and growth, rather than just how quickly they can complete a task in their current position (Ibrahim et al., 2017).

 

List of References

Arpankumar, J (2013) “HUMAN RELATIONS –THE GREATEST ASSET” International Journal of Research in Business Management, 1(3) pp. 1-8

Ibrahim, R., Boerhannoeddin, A. and Bakare, K.K. (2017) “The effect of Soft Skills and training methodology on employee performance,” European Journal of Training and Development, 41(4), pp. 388–406. Available at: https://doi.org/10.1108/ejtd-08-2016-0066.

Iqbal, A (2010). Employee Turnover: Causes, Consequences and Retention Strategies in the Saudi Organizations. The Business Review, 16(2)

Krasman, M. (2015) “Three must-have onboarding elements for new and relocated employees,” Employment Relations Today, 42(2), pp. 9–14. Available at: https://doi.org/10.1002/ert.21493.

Luscombe, Jenna, Lewis, Ioni, & Biggs, Herbert (2013) “Essential elements for recruitment and retention: Generation Y”. Education and Training, 55(3), pp. 1-38.

Sandhya, K. (2011) “Employee retention by motivation,” Indian Journal of Science and Technology, 4(12), pp. 1778–1782. Available at: https://doi.org/10.17485/ijst/2011/v4i12.34.

White, P. (2014) “Improving staff morale through authentic appreciation,” Development and Learning in Organizations: An International Journal, 28(5), pp. 17–20. Available at: https://doi.org/10.1108/dlo-05-2014-0034.

 

Comments

  1. Dulakshi JayathilakeDecember 12, 2022 at 7:34 PM

    Agree with the blog post content. Further, the process of encouraging employees to stick with the company for the longest possible time or until the goals are met is known as staff retention, and this is its primary goal. is to lower employee churn and significantly lower the costs involved with hiring, training, and orienting new staff (Khalid & Nawab, 2018).

    ReplyDelete
    Replies
    1. Dehara de ZoysaDecember 13, 2022 at 9:01 PM

      yes Dulakshi, Thank you for your valuable comment. Furthermore, According to (Bidisha Lahkar Das, Dr. Mukulesh Baruah - 2013) Any organization's long-term viability and profitability rests on its ability to hold onto its core personnel. The capacity to retain the best people in any firm has a significant impact on customer happiness, organizational performance in terms of higher sales, satisfied coworkers and reporting staff, successful succession planning, etc. Employee retention can be defined as encouraging employees to stay with the company for a long time.

      Delete
  2. SHAZLINSAHARDecember 14, 2022 at 3:29 AM

    Good Post Dehara, Additionally, inspirational motivation gives employees the support they need to work toward organizational objectives. The last factor, idealized influence, supports real-world models of leaders that think creatively, have faith in God, are proud of who they are, are honorable, are passionate about what they do, are good communicators, and have trust in others (Bass and Riggio, 2006).

    ReplyDelete
  3. Naushad FarukDecember 15, 2022 at 6:22 PM

    Good Post Dehara, The goal of Learning and development is to align employee goals and performance with that of the organization's. Those responsible for learning & development within an organization must identify skill gaps among employees and teams then develop and deliver training to bridge those gaps (Hanaysha & Majid, 2018).

    ReplyDelete

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