Training can help organizations be more innovative and agile in responding to change and can help with necessary upskilling and reskilling to help organizations ensure that their labor force meets their current needs. Employee training and development also can help with succession planning by helping to identify high-performing employees and then assisting those employees with the development of the knowledge and skills they need to advance into more senior roles. Employee training and development can be an effective tool for recruiting and retention, since many employees cite a lack of development opportunities at their current job as a primary reason for leaving. Employees who have access to training and development opportunities are more likely to stay at their organizations for a longer period of time and be more engaged while there; in fact, LinkedIn’s 2018 Workplace Learning Report found that 93 percent of employees would stay at a company longer if it invested in their careers. Their 2021 Workplace Leaning Report additionally found that companies with high internal mobility retain employees for twice as long. Finally, some forms of employee training, such as compliance training or safety training, can help organizations avoid lawsuits, workplace injuries, or other adverse outcomes.
The impact of continuing job education and professional development on early exit from the labor market is unclear. This systematic review examined how continuing job education or professional development influences the retention of current employment. We searched the PubMed and Embase databases from their start dates to January 2023. Two reviewers screened the full texts of relevant reports and assessed the methodological quality of the included studies using the adapted Effective Public Health Practice Project quality assessment. We qualitatively synthesized the results of the included studies. We screened 7338 publications and included 27 studies consisting of four cohort and 23 cross-sectional studies in the review. The participants of the selected studies were mostly from the health sector (24 studies). There were 19 studies on staying or leaving a current job, six on employee turnover intention, two on job change, one on return to work, one on early retirement, and one on employment. Continuing employee development or training opportunities were associated with increased intention to stay in a current job, decreased intention to leave a current job, decreased employee turnover intention, job change, or early retirement and with faster return to work. One of the two studies that examined the role of age showed that continuing employee development is a more important factor for retaining current employment among younger than older employees. A few studies found that job satisfaction and commitment fully mediated the relationship between employee development and employee intention to leave current employment. This study suggests that participating in professional training/development is related to a lower risk of leaving current employment.
Keywords: education, employment, on-the-job training, personnel turnover, return to work, work engagement
Investing in employee training and development is more than a workplace benefit; it’s a strategic decision that shapes your organization’s future.
Research shows that companies experience a 17 percent increase in productivity and a 21 percent boost in profitability when employees receive targeted training.
Employee learning’s effects extend far beyond the numbers. When equipped with the right tools and knowledge, teams feel valued, empowered, and motivated. This sense of purpose fuels a culture where growth, collaboration, and innovation flourish.
High-quality training programs not only enhance individual performance but strengthen your entire organization. From deeper engagement to better employee retention, the ripple effects are powerful and enduring.
To unlock this transformation, here’s a closer look at five key benefits of prioritizing corporate employee training and development and how collaborating with Harvard Business School Online can help your workforce reach its full potential.
5 KEY EMPLOYEE TRAINING AND DEVELOPMENT BENEFITS
I consider product education to be a critical marketing activity in my business. Since most of my offerings are SaaS digital products, it’s essential to create extensive documentation so that users know how to work with them.
However, I believe that creating documentation isn’t enough to teach customers how to achieve their goals with our products. It’s necessary to create user-friendly and varied content in the form of blog posts, videos and full-fledged online courses. This practice of educating users is a form of marketing that generates powerful results in the long run.
PROMOTED
When we educate customers we:
- Help them get more value from our products
- Engage them and build an authentic connection
- Build customer loyalty
- Stand out from the competition
In this post, I’ll break down how to approach product education and the ways to carry it out to help your audience and build your business’s brand image.
Understand your customers’ real goals.
When businesses create documentation and blog posts around their products, they often explain how to use them. For example, a web hosting company may create a post about “How to install WordPress” or something similar.
While this is helpful, it’s also missing something. You need to understand your client’s actual goals. For example, one of the products in my business is a form tool. It’s a simple product, and there are many free alternatives in the marketplace. However, our form tool plugin dominates the list of top WordPress tools overall because we go above and beyond to meet people’s real needs.
Here’s what I mean: Customers buy our tool to create contact forms, registration forms and even purchase order forms. But making these forms isn’t their end goal. Their end goal is to create a successful business or serve their customers. For example, a non-profit organization’s real goal may be to spread awareness about a significant issue. And the contact form or donation form is just a step in that direction.
By understanding what customers want—to stand out, change the world or be successful—we can build better products. And we can educate customers in a way that’s relevant and helpful. So, we don’t just make product education videos about “How to add a contact form on your website.” We also create content about “How to collect donations for your non-profit organization.” This more specific topic is helpful and will keep customers coming back.
Intellum- Partner education importance for your products
Partner education is the strategic act of building an education initiative for channel partners (e.g., service providers, resellers, or vendors) to reach specific business goals.
Companies provide partner education to equip partners with the knowledge to resell confidently andto support the partner’s consultative services. Many partners deliver consulting or workshops related to the product. When partners are successful, they drive more revenue for your business.
Our State of Education Initiative Ownership report found that 33% of companies have partner education programs in place. While typically, companies build employee or customer education initiatives first, partner education warrants the investment as it offers companies significant business growth opportunities.
Failing to educate partners can be bad for your business’s bottom line. Our Transforming Organizational Education Initiatives report uncovered that 54% of companies that employ a scalable partner education initiative report improved partner success.
BizCommunity- Driving success with partner, reseller & influencers
“A recent Forrester study found that effective partner education can lead to two times revenue growth as skilled and knowledgeable partners bolster awareness and drive sales,” said Michael Gullan, CEO of G&G Advocacy, an e-learning consultancy that provides innovative partner education programmes to organisations.
Partner education can include product information, category and evidence-based news and insights, continuous professional education, compliance, and certification. “No partner training is the same because every organisation has a unique offering, set of objectives, third-party partners, communication criteria and ways of doing business,” added Gullan, who provided some examples frequently included in partner education programmes.
With the right programme, external partners representing an organisation and/or their products and services are empowered with expert-level product and business knowledge, enabling them to recommend more effectively. It also increases partner loyalty as the organisation invests in their success, which fosters a substantial partner ecosystem. “The best Partner Education programmes go beyond onboarding to comprehensive training and certification to develop an army of advocates to drive sales and revenue,” concluded Gullan.