The Knock On Effect of Training

September 13, 2012 in At Work

Did you know that sending even just one employee on training can have a hugely beneficial impact on the entire organisation?

While the benefits of sending an employee on Customer Care training are fairly obvious (better communication skills, happier customers, fewer complaints, higher self-esteem and confidence etc.), there are also various other benefits for the business as a whole.

These include:

Transfer of skills. The skills acquired by individuals on training is often filtered through to the employees this person works with. Take for example a manager who attends a management workshop, who would then be able to instill better work practices in all the staff who work under him or her.

Staff retention. Employees whose companies invest in them through training feel more valued by the business and are thus more likely to remain with their companies. Training also opens up new experiences for the employee as they improve their skills and become eligible for more senior positions within the company.

Businesses can claim back from their SDL. In South Africa companies are able to claim back money spent on training through their Skills Development Levy (SDL), which all employees contribute towards (for more info on SDLs click here. *Please see the note at the end of this article about accredited training providers.).

Business practices are current. Companies who send staff on training are able to keep up with the current trends and developments in the various areas covered by the training, helping the company be seen as one that is always trying to be ahead of the game.

For more info on any of Staff Training’s soft skills workshops contact (021) 839 3021 or

*Note: There is a belief that employers can only claim their levies back when making use of accredited providers. This is not entirely correct. In the Government Gazette (No.20865 of 7 February 2000) it is made clear that the Skills Development Levies Act provides for recovery of the levy payment based on the submission of Workplace Skills Plans (WSPs), Workplace Skills Implementation Plans (WSIPs) and the submission of the names of skills development facilitators (SDFs), not on the basis of making use of accredited providers and NQF-aligned learning programmes.

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