Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
The employee-driven market and “war for talent” demand organizations be increasingly competitive in maintaining the best workforce possible. Furthermore, factors such as millennial “job hopping,” employees leaving because of fears of layoffs and downsizing, and exiting the company without documenting valuable knowledge are all reasons to seek methods to decrease turnover. Organizations can use strategic and evidence-based training and development (T&D) practices to retain talent and prevent the loss of institutional knowledge. This session will discuss how T&D can be used to reduce involuntary turnover in organizations and cover how self-paced training, error management training (EMT), and the use of feedback and self-assessments can be used to enhance training outcomes. Ways that these T&D designs and methods may apply to millennials and tenured employees to best reduce turnover and prevent the loss of institutional knowledge will also be covered. By understanding the connections between T&D and the varied workforce, employers can have an the advantage in the ongoing “war for talent.” During this session, you will learn: - About evidence-based practices and how evidence-based T&D can improve employee retention. - How self-paced training, error management training, and feedback and assessment improve training outcomes. - Why different employees respond to different T&D techniques and which T&D methods to use with various employee groups.
Date
October 2018
Subject
Industrial and organizational psychology
Document Type
presentations
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by-nc-nd/3.0/
Training Employees to Stay: T&D in Retaining Talent
The employee-driven market and “war for talent” demand organizations be increasingly competitive in maintaining the best workforce possible. Furthermore, factors such as millennial “job hopping,” employees leaving because of fears of layoffs and downsizing, and exiting the company without documenting valuable knowledge are all reasons to seek methods to decrease turnover. Organizations can use strategic and evidence-based training and development (T&D) practices to retain talent and prevent the loss of institutional knowledge. This session will discuss how T&D can be used to reduce involuntary turnover in organizations and cover how self-paced training, error management training (EMT), and the use of feedback and self-assessments can be used to enhance training outcomes. Ways that these T&D designs and methods may apply to millennials and tenured employees to best reduce turnover and prevent the loss of institutional knowledge will also be covered. By understanding the connections between T&D and the varied workforce, employers can have an the advantage in the ongoing “war for talent.” During this session, you will learn: - About evidence-based practices and how evidence-based T&D can improve employee retention. - How self-paced training, error management training, and feedback and assessment improve training outcomes. - Why different employees respond to different T&D techniques and which T&D methods to use with various employee groups.
Department
University of Tennessee at Chattanooga. Dept. of Psychology