Those of us in the HR field tend to forget that not everyone´s pulse races at the thought of a new training course. The fact is, most companies prefer to focus on simply getting the job done. The training and development of employees is secondary to the daily business of doing business.

The Discovery Group, a Massachusetts-based research firm, recently surveyed thousands of employees in U.S. companies to get a feel for how much training and development was really going on out there. More than half of the employees  reported that they are not given a chance to learn new skills on the job. That´s clearly a mistake on the part of hundreds of companies nationwide. Without personal growth, employees stagnate and eventually burn out.

Offering employees opportunities to learn and grow on the job benefits both employee and employer. It´s to your advantage, and to your employee´s advantage, to provide ongoing training and development. Everyone should know by now that better trained employees produce better results on the job. But here are some other reasons to put a focus on training:

- Your company´s ability to adapt to change increases

In today´s economy, change is a constant. The more skilled the workforce, the easier it will be for the entire organization to adapt to changes in the demand for its products and services.

- Increased job security for employees

When an employee learns new skills, they provide more value to their organization. They´re excited about their new responsibilities, and they´re eager to use their newfound knowledge on the job. This increases their sense of job security and increases the potential for their own promotions and raises.

- An employee´s own marketability

If you must lay off an employees due to downsizing, they will be much more marketable to another company if they have been well-trained. Employees must continuously upgrade their job skills so that they are able to more easily find another job when and if necessary.

 What if you´re an employer who wants to put more of a focus on training? Here are a few useful approaches:

- Determine the specific training needs of your staff.

Using employment tests such as the Wonderlic Basic Skillsl Test (WBST) to measure basic math and English skills, keyboard and software tests or even workstyle/personality tests, you can determine which individuals need more training to get up to speed or learn new skills and then measure the results of training upon completion.

- Establish individual personal development plans.

Each employee should work with his or her supervisor to develop skill improvement goals and action plans. Once established, the plan should be updated regularly.

- Show them the money.

Establish a personnel development fund. Set a yearly budget for job-related learning activities such as professional meetings, books, videos, or trips to suppliers. Also, provide tuition reimbursement to enable employees to take college courses in their field.

- Institute a job rotation program.

Develop a system whereby employees rotate between jobs. This will help upgrade their skills and gain a better understanding of the interrelationships between different jobs in the organization. It also gives you a well rounded staff that can fill in or take over for others in a pinch.

- Provide a resource center.

Stock an empty cubicle or other workplace area with job-related books, technical manuals, industry trade periodicals, training videos, or a dedicated Web-based training computer. Allow employees to visit the center on company time.

- Develop a cadre of "relief" employees.

Employees who can perform multiple jobs are very valuable because they can fill in when others are absent. Cross train employees so that they can serve as part of a special "Relief Corp" that can be called upon when needed and reward them for the extra effort.