It occurs to me that while this blog has looked a lot at what can go wrong in corporate training, and the various organizational models and theories that it entails, we need to look more at the guaranteed benefits of corporate training, in particular this time to talk about staff retention and satisfaction. Of course, you know situations in which corporate training is beneficial, such as the obvious times when new learning or paradigm shifts within the workplace are absolutely not optional. But the benefits of corporate training extend beyond that, and there are distinct benefits to choosing it over other more classical learning methods in modern times as well. First, let’s address that benefit of choosing it over older models, with corporate training, or organizational models. They cover a larger range of people as a unit, making for wider effective range of employment, as well as an easier set of units to manage, track and measure. It also allows the freedom to work with teams so advantages and flaws among individuals complement each other. The employment of gamification also works well as a way to reduce the tedium of training, and encourage a greater sense of group over self in the total units involved. I wanted to also quickly look at the benefits of effective employee development on employee satisfaction and retention. A study published last year showed that in companies that invest considerably more in training (the study showed an average of $178,868 per year), workers are more likely to stay they beyond their first year, as well as they are more likely to meet or even go over the expected performance goals. Human Resources offices quoted in the study reported that the most widely cited 3 reasons that companies are unable in retaining employees beyond one year is a bad relationship with their supervisors, an under par job performance and lack of career advancement opportunities. Despite this, there is still a ways to go in many organizations in terms of relating to these barriers to employee satisfaction. Only 44% of companies have frameworks dedicated to coaching/mentoring, thus overlooking one potential way to improve employee/manager relationships. In addition, the study reports that management participates in employee onboarding programs at just 35% of organizations surveyed. 42% of companies fail to identify from the start clear expectations of the employee and his/her path to growth, and furthermore, just under 40% set attainable goals for career advancement. Other benefits of corporate training extend further, including the ability to easily integrate new technologies into learning so that hand on can become a more feasible approach to teaching. This is an excellent thing, as hands on, or learning by doing, is how most people would prefer to learn, and how they most proficiently do so. No other model aside from these can allow for this kind of flexibility and human dynamic, but organizational and corporate training models can, because they are built on top of the human dynamic, not in a rigid form that all but forbids it to take shape. This is why it is so beneficial, and actually should probably be experimented with in training in basic education, where everyone is sorely lacking a better learning model than the ancient Prussian classroom model of modern scholastic environments. Of honorable mention are the man hours this spares, because the training accomplishes work through the learning by experience, and it is often just all around much faster due to the human dynamic driving it. This is a model that’s not only easy to manage, but also provides its own momentum with the right shepherd to guide the flock to the ultimate goals. With flexibility like this comes the ability to make this very much a unique experience that seems totally fit just for the group you are targeting. Like customer centrism in business, courtesy and accommodation to students is the greatest of the benefits of corporate training. Related information is available on employee development goals page. Good Luck.