There are many myths about training – reasons suggested for postponing skill development. Whether it’s a process that is not being followed, technology under utilised or customers left unattended or unsatisfied – every organisation benefits from training. We enjoy busting these myths and demonstrating outstanding outcomes.
In the current economic climate staff will jump at the opportunity to increase their skill level and hold on to their job. If they are not interested in improving their customer service skills, product knowledge or increasing their productivity they are a liability.
Maybe, but you are getting a more efficient and motivated employee as a result.
Flexible training options means learning can take place at the workplace (during or outside business hours), in a workshop, via distance, online, or as a mix of these modes. Training is mapped to your induction program and customised to meet your business needs.
Some organisations expect staff to pay for their own training (and given we charge a minimum fees allowed $105-$375 – this is not a major financial commitment) while others subsidy the study or pay the fee from the $4,000 employer incentive. Skilled, motivated staff will remain with an organisation if there is opportunity for growth and increased responsibility.
Even as you read this, your competitors are devising new ways to gain market share and increase productivity. That means new sales and customer service techniques and tactics to be trained. Star players don’t always make the best coaches – it’s often easier to do than to teach, particularly if your team is large or scattered.
The State Government will fund training for eligible learners and the Commonwealth Government provides employer incentives of up to $4,000 for eligible staff members. We charge a maximum of $375 – so even if you funded the training for the employee, you’re still ahead.
Training is useless unless it is customised, appropriate and relevant. Customisation is a standard, not an extra. We include relevant units from a range of qualifications to construct an appropriate qualification to suit the role and business needs. For example, a mid-level employee at a Quick Service Restaurant may benefit from a Certificate IV in Hospitality with Management, Customer Service and Information Technology units.