Retraining, in simple terms, is the process of providing specialized training to employees to help them acquire new skills or further expertise in their current skill sets. In today's era of economic crisis, rampant downsizing, and frequent job losses, the process gains more significance than ever before.
The Need For Retraining
The process of further training works well for both the organization and the employee. The benefit of the employees is quite obvious. Learning a new skill or polishing an existing skill is a great advantage - it enhances the value of the employee within the organization and the job market outside. At the same time, the organization gets employees with multiple skill sets and talents at their disposal. It also allows the company to make the maximum out of resources at hand.
Usually, the process starts when the organization implements a new kind of technology or process. Suppose a new type of machinery is set up or a new version of software package is installed. Then the employees should be trained in advance to handle the change in technology. Other than the technological aspects, employees are usually trained in soft skills such as communication skills and time management.
Challenges Of Retraining
Several organizations are reluctant to send their employees for learning another skill. The reason is that such an action does not have any short-term gains. It may also cause the non-availability of the employee from actual work for some time. But in the long term, the process of further training of employees equips an organization with better options to face recession or a sudden crisis.
The reluctance of employees to undergo retraining is also a major hurdle. A majority of the staff will be happy with the skills and position they have at present. They do not want an additional burden. But the recent financial crisis and the resultant collapse and downsizing of large organizations have changed this attitude among the employees to a large extent. There are also some employees agree to undergo training in an unfamiliar field of activity. But they do not attend the training seriously enough. The result is that the whole process becomes a complete waste of time and resources.
An organization cannot choose all the employees for providing further training. The cost involved in it and the ability and aptitude of the individual employees are constraints for such a blanket retraining. Also, it is impossible to provide training on all areas of company's activities to the chosen workers. Computer-related software and hardware works such as data entry and accounting, communication aspects, and clerical jobs are the most suitable for this process of continuous training.
Organizations face other problems as well. Employees undergo training and acquire new skills. But they may leave at any time. Imagine the plight of the employer when a worker who has gained further skills at the cost of the company leaves to join another organization. So, the management will naturally conduct a thorough scrutiny before selecting a particular person for advanced training in key areas. Naturally the employees who are proficient in work and show more enthusiasm about learning new aspects will be given preference for providing retraining.
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