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How to Offer Training & Development for Remote Workers

HR Question:

At a time when we have so much of our workforce working remotely, we want to ensure that we’re keeping them engaged and moving our business forward. We want to offer training and development options, but we have a limited budget and we’re not sure where to start. Can you help?

HR Answer:

With the recent dramatic rise in remote workers, many organizations are grappling with how to engage and continue to develop their workforce. There are several good options- even with a small budget. To get started, you will need to determine what training and development are needed. Conducting a training needs analysis can identify gaps.  According to the Society for Human Resources Management (SHRM), a training needs analysis, “involves collecting information to determine if a training need exists and, if so, what kind of training is required to meet this need.” Through your analysis, you should seek to understand why the need exists. Sometimes, the problem may not lie in a lack of training provided, but it could shine a light on ineffectiveness in your training. Or, you might learn that a worker has indeed received training, but they haven’t put the training into practice. In that case, you may want to consider tying training completion and new skill implementation to compensation and/or performance management.

As you identify development needs, be sure that they align with organizational goals. This typically involves reviewing each employee to assess any gaps in skills and knowledge. It’s important to consider organizational goals as well as employee goals and any potential succession plans when conducting this review.

Once you have identified training needs, then you will focus on how to meet those needs. This can be accomplished in many ways, but here are suggestions for a few places to start:

  • Lunch and Learns – Is there someone on the team with the knowledge you need that can conduct a training session for the team? This can prove to have value in a number of ways. The employees needing training will gain knowledge and feel valued that your company cares enough about them and their professional development to provide the training. The employee who conducts the training gains valuable experience presenting effectively and also feels recognized for having that knowledge. Best of all, this can be conducted remotely on a web conference system like Zoom or GoToMeeting.
  • Mentoring and Shadowing – This option again leverages the existing knowledge of your current employees. It is important to set expectations for both the mentor and the mentee to obtain buy-in and establish lines of communication. For the individual being mentored or who is shadowing, this option provides very specific job and company-related training they may not get through an outside source. This is also a chance for the mentor to be seen as a leader and to further develop their coaching and communication skills. Encouraging the mentor/mentee to connect weekly using web conference tools will help build the relationship and the benefits.
  • Professional Organizations – Industry or occupation related professional organizations can be a great resource for information, resources, and training. Many organizations offer live training sessions or webinars that are often included in a membership, in addition to online resources and newsletters/publications. Many organizations are offering a mix of live webinars and online programs.
  • E-Learning – E-learning can be another cost-effective training option. E-learning can be a great tool because the employee can often complete it at their own convenience. Most virtual platforms offer cell phone applications that allow the employee to complete training from all locations.
  • On-the-job Training – Look for organic opportunities within the organization to use a project as a learning opportunity for employees. Again, you can leverage email, text, phone calls, and web conference tools.
  • Cross Training – Cross training has numerous benefits for the organization. Individuals seeking professional development are gaining knowledge. Those who serve as trainers are recognized for their knowledge on the team. Also, employees feel valued that the company is willing to invest in them.  On an organizational level, having employees cross-trained provides value and flexibility based on workload and needs.

For additional low-cost training and development options, check out this Forbes article. Keep in mind as you research and explore training options, it is always essential to consider the return on investment. While it may seem that there are minimal out of pocket expenses, there is still the investment of your employees’ time.

In today’s workforce, the opportunity to learn is essential to maintaining and retaining an engaged workforce. With a little creativity and a close look at the knowledge base available, any size company can provide effective and remote professional development.

 

Whether you are looking for e-learning opportunities or live training provided in-person and/or virtually, Strategic HR can help!  We offer e-learning and online training helping you to create a safe and respectful workplace. In addition, we provide customized training to support and develop supervisors/managers, organizational culture, and emerging issues in the workplace – each designed to meet your desired goals and outcomes. If you would like more information, please contact us for customized training.

Are Evacuation Drills Mandatory to Meet OSHA Training Requirements?

Image of Workplace Safety Manual, along with work tools

HR Question:

According to the OSHA Training Requirements, is it mandatory that I conduct practice evacuation drills as part of my company’s annual training?

HR Answer:

The Occupational Safety and Health Administration (OSHA) does not require employers to conduct drills at a certain frequency. However, it is recommended as part of a comprehensive Emergency Action Plan, which is required. OSHA standard 29 CFR 1910.38(a) outlines the requirement for written documentation, planning, and training for workplace emergencies, and as an employer, preparing for the ‘worst case’ is something you should want to do. In today’s world where we’ve seen an increase in active shooter incidents, unpredictable weather patterns, and wildfires, emergency preparedness will allow you and your employees to have a plan in place should you be impacted by some type of potentially hazardous situation.

How to Prepare Employees for Workplace Emergencies

Employers should consider evacuation plans as one small part of the required Emergency Action Plan and use them as the opportunity to practice. The drills could include evacuation due to a fire, chemical leak, or even a shelter in place in the event of an external chemical emergency.

OSHA’s Evacuation and Procedures e-tool provides step-by-step guidance to help you prepare your workplace for potential emergencies. In addition, this OSHA Workplace Emergencies Factsheet provides an outline of what is required. Once you have a plan in place, OSHA recommends that you review the plan with employees and hold practice drills “as often as necessary.” It is also advised to include outside resources such as fire and police departments when possible. OSHA recommends that after each drill you assess the effectiveness of the drill (and the plan) and make adjustments as needed.

How to Meet OSHA Training Requirements

Workplace safety training will vary depending on the type of business. Here are some important points to consider when deciding what types of training your employees need to meet OSHA Training Requirements and Standards:

  •  Educate your employees about the types of emergencies that may occur and train them in the proper course of action.
  • The size of your workplace and workforce, processes used, materials handled, and the availability of onsite or outside resources will determine your training requirements.
  • Be sure all your employees understand the function and elements of your emergency action plan, including types of potential emergencies, reporting procedures, alarm systems, evacuation plans, and shutdown procedures.
  • Discuss any special hazards you may have onsite such as flammable materials, toxic chemicals, radioactive sources, or water-reactive substances.
  • Clearly communicate to your employees who will be in charge during an emergency to minimize confusion.

It is a good idea to keep a record of all safety and health training. Documentation can also supply an answer to one of the first questions an incident investigator will ask: “Did the employee receive adequate training to do the job?”

Emergency Action Plan Resources

OSHA has a number of outstanding resources to assist you in your planning process for an Emergency Action Plan, as well as all of the required OSHA standards. Free resources to help you with your safety training plans can be found in OSHA’s Training Resources and this updated booklet which outlines all of OSHA’s training-related requirements in one document.

Keep in mind that although drills are not required, a well-developed emergency plan with proper training (including drills) will result in fewer injuries and less confusion and chaos during an emergency. A well-organized response will help you, your employees, and your business to be in the best position to effectively handle an emergency.

Thank you to Patti Dunham, MBA, MA, SPHR, SHRM-SCP for updating this HR Question of the Week.

 

Are you overdue on harassment or other annual training?  Does your current training curriculum need to be refreshed to reflect changes in company policy or legal requirements?  Strategic HR has the expertise and resources to help.  Visit our Training and Development page to learn more or Submit a Training Request.

What’s the difference between “Training” and “Development”?

Question:

What’s the vast difference between “Training” and “Development”?

Answer:

Asked at a recent HR Roundtable in Cincinnati, Ohio, Susan Otto, owner of Training-Modules.com, LLC, provided some insight via a small group discussion. Here are the results of the overall discussion as captured that day by facilitator Steve Browne:

Training                                                         Development

Short-term focus/Task Oriented                     Long-term focus/Skills oriented

Group based (more often than not)                Individually based

Focuses on the “today” needs                       Leads to the “tomorrow” results

Compliance area strength                               Opportunities to develop strategic approach

Other items that my small group noted were:

Information versus values                               Targeted to the individual; growth after training

5%                                                                   95%

Means                                                              End

Knowledge                                                      Expansion

For today                                                         For tomorrow

Short-term                                                       Long-term

Task-oriented                                                  Skill-oriented

Piece of development                                      Holistic

  • Training is the means to a development end. It’s important to remember that not all training leads to development, but it could and you should see if this is how to look at things in developing that “vision” mentioned before.
  • We need to look at training and development together versus pulling them apart.  There are facets of both training efforts and development efforts that have value.  With a strong, constructed strategy and vision, incorporating these two things is actually very natural.

Training and development are a partnership; they’re a process, not an event. They are both value driven.

To learn more about the HR Roundtable, contact Steve Browne at sbrowne@larosas.com.

Is training your employees a goal for 2013? Get your Training and Development program off to the right start by asking Strategic HR to help. We have the expertise to conduct a Needs Assessment and/or to recommend training options for your staff. Visit our Training & Development page to learn how we can help you implement a successful training session.