Overview: One way to promote employee development is to support and encourage adult learning. Adult learners actively use their experiences and already-acquired skills in obtaining new information through educational forums and training. While youth learners may require more direction in selecting training subjects and designing their curriculums, adult learners seek to improve their employability by choosing courses and experiences that will add to their existing knowledge, skills and abilities. Adult learners may be more skeptical regarding new information, but tend to be self-directed in their completion of tasks.
In deciding how to train employees, employers may be faced with budgetary restrictions regarding whether to conduct the training internally (using in-house attorneys or HR) or externally (using consultants). Because adult learners tend to be self-directed and proactive in their knowledge acquisition, employers may confidently use any number of service providers (internal or external) and formats (whether live training or webinars) to achieve their training goals.
Trends: Those employees terminated from organizations as a result of mergers, downsizing or other corporate restructuring efforts may experience difficulty in finding available work opportunities. Federal and state workforce development offices have sponsored a number of initiatives related to retraining workers in fields with a higher likelihood of employability, such as in developing sustainable industries. In addition, a number of corporations have partnered with postsecondary educational institutions to launch high-profile workforce retraining initiatives.
Author: Marta Moakley, JD, Legal Editor
This section of the XpertHR best practice manual provides HR professionals with information on professional development opportunities available to them, including earning certifications, networking through professional organizations or social media sites and other professional development tools.
President Donald J. Trump has signed an Executive Order that calls for an "empirically rigorous evaluation" of current apprenticeship and workforce development programs. Employers would have greater discretion in designing these job training programs under the new directives.
Enhanced to improve the comprehensiveness, organization and scope of coverage.
California employers with more than 25 employees seeking to educate employees about the availability of accommodations and employer assistance to enroll in adult literacy programs and to demonstrate compliance with California law should consider including this model policy statement in their handbook.
This How To details the steps an employer should take when conducting a training needs analysis.
An employer may use this form to document the completion of a training course by an employee. Whether internal or external training methods are used, training employees affords an employee an opportunity for growth and further develop their job skills.
This How To details the steps an employer should take to train employees for dangerous jobs.
Employment glossary definition of CEU (Continuing Education Unit).