Organizations keep seeking better employee skill sets to align with new project requirements. Hiring new candidates is not always the best solution. You must always consider using your current employee base and give them proper training to handle the new profile requirements. This is possible with specific skill-based employee training programs.
Conducting proper training programs can help you improve employees’ skills, productivity, and contribution to organizational goals. It also helps you streamline workflows and processes that make corporate operations seamless. That is why organizations have learning management systems to administer, manage, and monitor proper employee training programs.
But are you able to track the success of these training programs? Have you matched the skill gap of an employee with proper training? Are employees seeing any growth? Have the new projects witnessed better skill allocation and performance? If your answer is no, there is a problem here.
Let’s detect this problem and understand its impact on your organization.
Integration Gap in Employee Training Programs
Suppose you have well-defined corporate training programs implemented in your organization. They cover a wide range of topics. Employees benefit from them.
But these skill-gained employees are still not getting appraisals. The organization’s work stands at the same skill levels as before. Employees’ morale is down, and training budgets have gone erratic.
Do you know what is happening here? Your employee training programs are operating in isolation. There are no linkages with human resource management, performance management, and enterprise resource planning. Isolated operations mean no way to measure the training programs’ impact on employees’ growth and organizational success.
Isolated training handling happens because organizations see it as a cost and do not prioritize it. It is considered a siloed department without linkage to other departments or business objectives. Such isolated training programs do not generate the desired benefits. Moreover, employees are not interested in undertaking these programs and show resistance.
If you synchronize employee training programs with relevant business functions, you can learn about the following:
- Skill gaps in employees and specific training programs to fill those gaps
- Performance of employees who have undergone training in actual work
- Allocation of employees to new projects based on newly gained skills
- Employees worthy of getting hikes and promotions
- Areas where more training programs are needed to improve employee morale
- Impact of training on the actual achievement of organizational goals
Additional Read:
The Role of LMS for Corporate Training of Remote Workforce
The Problems Caused by Lack of Integration
Lack of integration of employee training programs with HR, performance management, and ERP systems leads to several problems, including the following:
Inconsistent Information
Imagine having all employee records on the HR system and another training management system detailing employee training programs and assessments. Now, you will need the data from these two systems to map employees’ details with their attended training, performance, and business outcomes. Migrating data from one system to another can lead to data discrepancies, errors, and missing points, affecting your hikes, promotions, and payrolls.
Integrating these two systems lets you have all these data in one place. The list of employees, their existing skills, allocated projects, desired skills, training required, training completed, performance improvement, hikes, promotions, etc., and whatever is needed is visible in one go.
It enhances employee engagement and motivation, leading to more satisfaction, better productivity, and employee retention. On the other hand, the organization can enjoy data-driven decision-making on employees’ skills and future training topics, improving efficiency and overall performance.
Wasted Time and Effort Due to Manual Processes
You will have to manage a lot of manual work if you have different systems to store ERP, HR, training, and performance management data points. To use ERP data in the HR system, you must manually feed it into it. Employees’ training performance analysis will require you to feed training data points into the performance system.
Just imagine the time and effort humans put into handling such data entry. The manual errors you make while copying from one system to another are another significant concern. The person-hours lost in such monotonous work could have been used for more strategic initiatives. Thus, it wastes time, money, and effort – all resulting from the non-integration of the learning management system with other essential organizational processes.
Proper sync reverses this situation with proper allocation of resources for projects, contributing to more productivity and efficiency.
Lack of Visibility into Training Effectiveness
Without syncing the training system with your ERP software, your training processes will not run smoothly without hassles.
An ERP system keeps all the business processes integrated, having a central database of finances, supply chain, human resources, ordering and invoicing, customer relationships, marketing, sales, and all other functions in an organization. If you integrate your training programs with ERP, you can seamlessly fit in with all other processes.
Once integrated, you can have a detailed view of your training aligned with every other business process in the following ways:
- Identify skill gaps based on HR’s data on new employees and their skills.
- Recognize the relevant training based on each functional process workflow and its requirements.
- Keep a central database of employee records, training conducted, attended, performance, mediums, materials, etc.
- Analyze all the related training data and its impact on business functions with dashboards, insights, and reports.
- Allocate resources based on the new skills gained by employees to improve productivity and outcome quality.
Thus, ERP and training program integrations can help improve your business efficiency and achieve strategic goals. Without it, you cannot measure training effectiveness, leading to resource misallocation, wrong promotions, and continuation of the same old courses.
Poor Employee Experience and Engagement
Worried about the declining employee engagement in training? Are employees unhappy with the training programs? Is the employee performance still the same in projects? Are your strategic goals far from achievement? If the answer is yes to all, there’s an issue in your training programs.
You are missing to measure the performance of employees in the training programs, align the training topics with the relevant skill gaps or strategic goals, and fit in employee performance with hikes and promotions. This is impossible without keeping your training programs in sync with the performance management system.
Proper integration enables a comprehensive review of employee accomplishments based on training performance and HR-based evaluations. It also allows you to track performance over time and determine training improvements.
Conclusion
If you aim to uplift your employees plus achieve your organizational objectives, it is high time you should integrate employee training programs with HR, performance management, and ERP. This integration empowers your employees, prepares them for growth internally and externally, enable proper project allocations, and facilitates meeting organizational targets.
Integrations can also improve your training effectiveness based on insights on skills gaps to be filled, topics for future training programs, employees’ preferences for training medium and materials, and other aspects. Just imagine that with disconnected processes, all these data points would be unavailable, creating more problems that even the training programs could not solve.
Would you want to avoid these problems by properly integrating your training programs with business functions? SkillTriks has the perfect solution. Connect with our team and learn more about it.
