Developing people
"In the 21st Century, our natural resource is our people - and their potential is both untapped and vast. Skills will unlock that potential. The prize for our country will be enormous - higher productivity, the creation of wealth and social justice."
The Leitch Review of Skills (? Crown copyright 2006).
Responsible businesses adhere to the law, comply with Health & Safety guidelines, recognise and reward staff and meet training needs. Businesses who appreciate the full value of their workforce go further.
Meeting the basic requirements is a good first step, but exploring creative, additional and new possibilities can lead to:
- Increased staff motivation, commitment and retention;
- The ability to attract a higher quality of employee;
- A more efficient and productive use of your resources;
- An improvement in staff morale and work environment;
- A competitive advantage.
Establishing a base line
In order to build on your existing position, identifying the practices that you are currently following is an important first step and can also prove a useful reviewing process. You may like to consider some of the following areas:
- Appraisal and assessment of staff in order to ensure continuing development;
- Access to training opportunities and awareness of knowledge strengths and weaknesses;
- Encouragement of learning and personal development;
- Work Life Balance practices and support for employees in personal and professional contexts;
- Inclusion, equal opportunities and diversity within your workforce;
Flexible working arrangements.
Many organisations will discover that they currently offer many of these services, possibly on an informal basis. Formalising these practices and incorporating them into corporate policy will ensure that they are continued and offered to employees on a consistent basis.
Extending the benefits
- Community initiatives can encourage teamwork and support staff to work together,
- Increased interaction helps your workforce to understand your community and therefore respond better to the needs and demands of your consumer base;
- Community organisations can provide different training or experiences, enabling individuals to develop themselves
Developing your staff does not have to be limited to internal practices or opportunities, and combining staff development with community interactions can maximise potential and lead to new opportunities. Exploring how your staff can contribute to the local community is not about philanthropy or giving - it is about appreciating and developing the relationship with individuals who may well be your consumers or your future workforce.
Working in the community may well be different from your normal place of work and, as such, using a broker (such as Business in the Community, the local CSV, or Volunteer Centre) is always a good idea. The broker will charge to cover their costs but their involvement will ensure that your investment in time, and money, are put to the best possible use. Their expertise will mean that the business, their employees and your chosen community partner all get the most from the experience.
Working in the community is not a cheap option for training and development and organisation's must be aware that, within this context, their staff and organisation are in the spotlight. Commitment and hard work are therefore paramount - but with some flexible and rewarding options, well worth the effort:
