Workplace Training

One of the most important factors for an effective workplace training program is having the support of management. If you are having trouble convincing management that the training is worth the investment, just show them the following sobering statistics.

• In fiscal year 2008, the U.S. Equal Employment Opportunity Commission (EEOC) received more than 95,000 complaints alleging discrimination in the workplace.  The EEOC obtained more than $274.4 million in monetary benefits for complainants and other aggrieved parties (not including monetary benefits obtained through litigation).
• Employees filed more than 32,000 sexual harassment complaints in 2008, and the EEOC obtained $74.8 million in monetary benefits.
• In 2008, there were 5,071 fatal work injuries. The rate of fatal injury for U.S. workers in 2008 was 3.6 fatal work injuries per 100,000 full-time equivalent workers.
• More than 4.5 million workers suffered nonfatal work injuries in 2008. Median days away from work–a key measure of severity of the injuries–increased to 8 days, the first increase in 4 years.

In addition to higher expenses, the organizations that were affected by the above statistics most likely saw lower morale among the co-workers of the employees who suffered the work injury or workplace discrimination.

One of the most effective ways an employer can avoid the same fate is by having a well-trained workforce. Effective workplace training can help employers avoid employee lawsuits, workplace injuries, and violations of laws and regulations.

What Topics Should Your Workplace Training Cover

Before training can begin, the organization must determine its training needs. At a minimum, your training program should cover employment laws and regulations that apply to your organization, such as:

• Workplace safety (OSHA has dozens of training requirements)
• Sexual harassment
• Diversity
• Ethics
• The Americans with Disabilities Act

In addition, employers should consider offering training in sales, customer relations, various work skills, management skills, computer skills, new technology, and production methods.

Once you have identified your organization’s training needs, you can then set specific goals to meet each of those needs. Use quantifiable measurements for what employees are to achieve after training, such as an increased production quota or decreased injury reports. Ensure that those targets are achievable, but not necessarily easily achieved. The next step is to list everyone who needs to be trained in each topic area.  Then, set up a training schedule.

BLR’s TrainingToday offers more than 60 courses to help you meet your training needs. Subjects include:

• Sexual Harassment Training for Employees
• Sexual Harassment Training for Supervisors
• Diversity Training
• OSHA Training for Employees
• Substance Abuse Training
• Workplace Violence Training