The Real Learning Experience Training Franchise explains why a company would train their staff

According to Simon Thiessen, CEO at The Real Learning Experience Training Franchise, it is a good start to have great training products, but what if nobody wants them?

A report funded by The Department of Education, Employment and Workplace Relations in 2009 highlighted that this is not a problem for quality training organisations. The report was conducted by the National Centre for Vocational Education Research and it looked for answers to the question ‘Why Australian employers train their workers’.

One of the main conclusions of the report was that non accredited training forms the majority of training purchased by employers. Non accredited training is used for numerous reasons and the following is based on the findings of that report. It is also based on the experience of the training providers working in this sector. Many of the factors that motivate training purchases are interrelated.

• Productivity: This is the number one reason encountered by training providers especially when working in the private sector. By providing employees with the right training, organisations get better results.
• Skills: In a changing and competitive world, it is important to constantly increase and update skills.
• Competition: Competitors are constantly looking for ways to gain a competitive advantage. While technology and products can be easily copied, well trained high quality staff are difficult to duplicate and provide a sustainable competitive edge.
• Satisfaction: When management invests in training, it sends a message to the workforce that they are valued and highly regarded. Additionally, staff that are well trained feel they are getting more from the employment package, meaning they will feel confident in their role and they will achieve a sense of ongoing personal growth.
• Change:The pace of change in this decade will be faster than ever before. This impacts technology, communication, consumer expectations, and a workforce will need to be trained to keep up.
• Standards: Training helps organisations maintain professional and industry standards
• Employer of choice: The job seeker of today is more perceptive and more empowered than any previous generation of job seekers. They ask ‘what does this employer have to offer’ and ‘why should I choose this employer over others’. The interview has become more of an interview and less or an interrogation, and employers need to have an attractive package to put on the table if they want to attract quality candidates. The prospect of ongoing personal and professional development is a vital part of that package
• Retention: The workforce of today is more transient, and instead of one job for a lifetime, three years is now considered long term. A key factor in retention is having the skills to do the job. Another key factor is providing staff with good reasons to stay, and training opportunities can help offer that.
• Regulations: Occasionally an employer needs to provide training for legislative or regulatory reasons, or as part of an award or enterprise bargaining agreement.

Those interested in starting a training franchise can obtain further infomaiton from The Real Learning Experience .