Training is often seen by new businesses as expensive and time-consuming, making it low on the list of priorities. This is no surprise considering the many other issues and challenges of starting up and surviving.

As businesses develop and grow, however, the need to keep skills up-to-date and in line with business needs becomes more important in the effort stay ahead of the competition.

The question most owners will ask themselves before embarking on a training programme is ‘what are the real, tangible benefits I'll get in return for this investment?' The benefits of good quality training can be significant, especially for small businesses, and when it comes to tangible returns productivity is top of the list.

Training staff to work more efficiently in the right areas is proven to increase their productivity quickly, and in turn, increase your profits. Employees may be lacking a skill or some relevant knowledge which could increase the time they need to complete a particular task or even stop them doing it in the first place. Research has shown that nearly half (46%) of businesses who provided training linked to their business plans benefited from improved profitability, and over three-quarters (76%) gained improved productivity.

Offering skills development will also increase your employees' confidence in their own ability. Training can be good for morale by helping employees develop a more positive attitude towards work, turning them into more committed self-starters, motivating the team and in-turn, increasing your staff retention.

Increasingly, studies show that a lack of development opportunities is one of the main reasons employees leave their jobs, often over and above salary. With the average cost of labour turnover at between £2500 and £5000, it's easy to see how training as a staff retention tool can impact the bottom line.

The benefits do depend on selecting the right training to meet your specific business need, but the good news is that with advancements in technology, the quality, efficiency and range of training is constantly improving, making it easier to find training that's perfectly matched to your individual objectives.

Improvements in technology now mean that e-learning - training taken on a computer - and work-based learning can dramatically cut the time it takes to train, as well as the impact on the business. For managers concerned about releasing staff away from the workplace, e-learning and work-based learning offer an ideal route to upskilling your workforce with minimal disruption to daily operations, whether it's a short, just-in-time course to fulfil a specific need or a more structured programme leading to qualifications or accreditation.

Instant access to a vast range of online courses means that training is more efficient now than in the past. It's also more cost-effective, with no travel and expenses costs and no temporary cover costs to replace staff as they train off-site.

As a business resource, e-learning is one that more and more businesses are tapping into to meet the specific and time-sensitive training needs of business today.

For more information about training with learndirect Business, call 08000 150 750 or visit www.learndirect-business.co.uk

The art of quality training begins with a thorough understanding of what ‘good' looks like in a specific role; this requires the management team to articulate the type of competencies required (competencies refer to the types of behaviours and skills that are valued by the organisation and considered important for a particular role).

It is at this stage that the capabilities, qualities and potential required of the new recruit are understood and defined. Should this ‘job analysis' be carried out in an objective manner, taking into account the culture of the company, it can greatly benefit the recruitment process; knowing what you are looking for in a candidate makes the search far easier and ultimately means you are more likely to find and train the right person for the job.

Many companies, large and small, use psychometric assessment tools, which provide valuable, clear and objective information about a candidate's ability, potential and preferred styles of behaviour in a work context. This sort of information means that the person who is the best fit for a role is more likely to be hired, in addition the management team will understand their strengths and weaknesses and potential at a very early stage. This means that from day one, training and development can be tailored to meet their needs.

As a result, the new recruit will get up to speed a lot more quickly and training is focused, effective and efficient. Business leaders can be assured that they are not spending time and money on individuals who lack the potential needed or do not fit their organisation's culture.

However, it is important to stress that training should not be treated as a one-off event but is an ongoing process. High quality training is an effective way to keep employees motivated, engaged and loyal, this is particularly important in small businesses where the cost of unsatisfied employees is especially damaging. Each individual has a far greater impact on the overall success in a small organisation, these factors alone dictate that a small investment in an objective approach to recruitment, training and development will be paid back several times over through employee productivity, loyalty and retention.

SHL and its partners support organisations in the selection, recruitment, promotion, succession planning and development of talented people at all levels and across all sectors. With world-leading expertise in psychometric assessment and development solutions, we understand the value of quality training.

SHL's Partner Network (SPN) was established specifically to service the needs of small and medium sized organisations around the world. These partners are experienced consultants who work independently and use SHL tools to enable your people management. In this way, SHL can bring the benefits of quality training to any organisation large or small.

For more information please visit www.shl.com

When a company decides to invest in its staff, the benefits to be gained are many and have a positive effect on many levels. First of all, training new staff is the best way to show and teach them exactly how they should complete their work effectively and to a level which the company expects. Showing faith and investing in new staff is not only good for morale but also shows that the company is looking to improve and develop their staffs skills and potential.

However, there are countless training courses to choose from and it is important that a company selects and implements the right course for their staff. The right course is one which will help to develop the potential of your staff and allows them to take their skills to the ‘next level'.

One of the most important factors of training your staff is actually making sure the training is relevant. Gaining feedback from your new staff after training allows company managers to assess the quality of the training and make any necessary changes or adjustments. It's an ever-evolving process and it is up to the company managers to make sure that the training received is delivered in the right way. It is important to remember that staff training should be an on-going, gradual process for staff at all levels, rather than a one-off session which takes place when a new employee joins a company.

The main benefit of training is that you are empowering your biggest asset: your staff. As well as giving a clear indication to your staff that they are of great value to the company, you will create a culture of growth and development, with both team and individual performances improving steadily. The value of this is difficult to measure accurately, but the effects and benefits are always welcome within any organisation.

For management hiring the new staff, the advantages of training are clearly visible. Training new staff means that you are giving them confidence in the job they have been hired to do. Training helps to instil confidence in your staff and gives a clear indication that they are of value to the company. Staff bonding is another by-product of training which the management will feel the benefits of straight away. Having a motivated, trained work force which is striving for the same goals and targets is a fantastic asset for any company. This will also help to develop a ‘learning culture' within a company and allow for staff and management alike to work together in harmony and union.

For more information see www.cvzoo.com

Finding good staff in today's job market is hard. So why do companies make it difficult for themselves? Managers are making basic mistakes during the interview process and are either hiring the wrong person or more importantly putting off good candidates.

Perfect interviewing skills take time to master effectively so the focus should be on training managers to limit the number of common mistakes they make at each interview. This is a proven cost and time-efficient method of improving both your interview results and your own company's reputation.

Some of the most common mistakes made during the interview are:

First impressions
Interviewers typically judge candidates on three things: the CV, physical presentation and personality. How long does this normally take? One or two minutes, in most cases. You haven't found out if they are able or are motivated to do the job yet, so park your initial feelings for 30 minutes before judging further.

It is your responsibility
It is the responsibility of the person interviewing to gain all the required information, NOT for the candidate being interviewed to provide it. So plan the questions you need to ask, and ask all of them.

Preparation
Your candidates will be prepared for meeting you, so shouldn't you be ready for them? Be different; they will pre-prepare answers for your standard questions.

Be consistent
This is essential, as it not only standardises the process, it also produces a level playing field among the people you are interviewing.

• Avoid the stupid ones

• Read the CV before the interview, not during it

• Don't be late

• Turn your phone off

• Know what role you are actually recruiting

• Dress accordingly for what you are recruiting for.

• Don't ask silly or illegal questions

• It is not a Spanish Inquisition, don't treat it that way

• Know what the next stage is

Do what you say
If during an interview you make certain commitments to the candidate, stick to and don't change them. You will have raised expectation so you must deliver.

Good candidates will be interviewing with many companies at the same time. It is imperative that the experiences that candidates have during your interview process are good. You won't get a second chance.

For more information visit www.sironaconsulting.com