Overview: Undesirable employee turnover continues to be an unwelcome specter to organizational viability. The loss of valuable, or potentially valuable, employees harms a business's bottom line. Employers should invest in employee training and development through a number of initiatives that help hone employee performance and improve employee retention. These initiatives should include comprehensive training programs, varied career development options and effective performance appraisal systems.
Employee motivation drives employee engagement, which in turn drives employee development. Organizations should renew focus on nurturing employee growth, especially by tapping into the various competencies and talents that make diverse employees succeed.
Trends: Given current economic conditions, many employees, supervisors and managers have had to develop different competencies and areas of expertise in order to: (i) accomplish organizational goals in a downsized workplace; or (ii) remain attractive and in demand in a competitive marketplace.
Author: Marta Moakley, JD, Legal Editor
Updated to include requirements under the Lodging Services Human Trafficking Recognition Training Act, effective June 1, 2020.
Updated to reflect forthcoming Virginia Values Act.
As mandated by the California Department of Fair Employment and Housing (DFEH), covered California employers should provide the California Model Sexual Harassment Prevention Training for Employees to employees, or meet or exceed its requirements.
Updated to reflect readoption of an emergency rule regarding wildfire smoke protection.
As mandated by the Illinois Department of Human Rights, covered Illinois employers should provide the Illinois Model Sexual Harassment Prevention Training to employees, or meet or exceed its requirements.
As COVID-19 stay-at-home orders are lifted, employers are making plans to resume regular operations and bring employees back to work. A successful return-to-work plan must take into account and address employee concerns, especially those related to workplace safety, job security and work-life issues.
The COVID-19 pandemic has demonstrated to businesses the importance of agility in the face of sudden change. In the post-pandemic workplace, organizations of all sizes should look to prepare their leaders to let go of traditional ways of thinking and embrace a more agile approach.
In preparation for a layoff, it is just as important to have a plan in place for communicating with those employees who will remain as it is for those who will be directly affected by job losses. Implementing a plan focused on helping remaining employees navigate the emotions and practical workplace implications of a layoff can help an employer position itself and its employees for long-term success.
This How To details the steps an HR professional can take to help managers successfully transition to leading remote teams.
HR guidance on the legal risks and benefits of employee training and development. Support on fully developing workers through means such as training.