Message for Employers

Virtual training and certification programs are designed to encourage professionals to expand their knowledge through training and education, and to ultimately enhance the safe and effective practices in the field. 

Successful Candidates Need Employer Support

Employers can encourage participation in professional certification by integrating it as a goal in a training program. Most successful candidates have the support of their employers. Employers provide in-house training, pay for relevant college courses or other training events, supply books and other training materials, and sometimes allow time to study at work. Candidates that do not have employer support, other than being required to become certified, often find it difficult to prepare, have a lower pass rate, and feel that professional development is a low priority for the employer.

How Much Importance Does Your Organization Place on Training?

​​Too many managers view training as a luxury, not a competitive and strategic necessity. "What if we train our employees and they leave?" they ask. Well, what if you don't train them and they stay?

Are you one of those managers who looks at training as a nice-to-have instead of a must-have? Do you talk the talk, but when push comes to shove, training gets pushed aside? To assess your commitment to training, see how many of the following statements hit too close to home:

  • Training gets in the way of getting the job done.
  • I believe in training as long as it doesn't take me or my staff away from "important" tasks that must get done.
  • I can't tell you the last time that any member of my staff or I attended a training or self-improvement course.
  • I can't show you an upcoming schedule for my personal and staff training. In fact, my answer is generally, "What schedule?"
  • I look forward to training so I can catch up on my to-do list.
  • My company has no clearly articulated philosophy on the value of training. Even if they did, I wouldn't be able to produce a copy.
  • If we are forced to go to a training session, we almost never discuss the content in our staff meetings. Out of sight, out of mind — that's our philosophy.
  • There is no way to link our success to our investment in employee development.
  • When, and if, we get around to conducting performance reviews, we don't consider the completion of training important.

If you've used or heard more than three of these lines, then you've got a training challenge. In today's business landscape, training is not just a matter of survival; it's what separates high performance organizations from those being fitted for a burial suit.

Why Should Your Organization Invest in Training?

​There are numerous studies and corporate bottom lines that show that companies reap many of the following benefits from investing in training employees.

  • Improves employee performance
  • Enhances company profits
  • Saves labor
  • Saves money
  • Improves a company's competitive edge
  • Increases worker productivity
  • Saves supervisory and administrative time and costs
  • Improves customer satisfaction
  • Improves employee satisfaction and retention

Learn More