WHY TRAINING AS A FORM OF FLEXIBLE REMUNERATION?

Are you wondering whether you should implement flexible remuneration in your company? Or did you already do it and are looking for new ways of adding value? Implementing training as a form of flexible remuneration will be a great way to do it.

As an HR team member, you are in a constant search for improvement. When it comes to increasing the value of your business, you wonder which new, smart ways you could find to stay competitive. Today’s business world, however, has its challenges. And you want to rise to the occasion, right?

Whether you’re new to flexible remuneration or have already implemented it and are looking for ways of adding value, implementing training as a form of flexible remuneration is a great idea. Keep reading and find out why.

Reasons to implement flexible remuneration

What do employees want? Although this may not have been considered an important question decades ago, you now know that employees are business essentials. Therefore, you must keep them happy and engaged in order to get exceptional performance and quality of work from them.

In today’s world, there’s a couple of things employees value the most: flexibility, the company values, and growth possibilities. With flexible remuneration, you can fulfill all of them. Here’s why.

• Flexibility: Flexible remuneration gives employees more control over their assets. It provides them access to goods and services they otherwise would have to pay for with their money. As these goods and services are exempt from taxes, they save money.
• Win-win: With flexible remuneration, you can increase the value your company provides employees without it representing a financial investment for the organisation.
• Voluntary: Employees can choose whether they want to take it or leave it and in which proportion of their salary up to 30%.

Training for companies as a business essential

Did you know that companies that provide corporate training are more profitable? According to research, companies with higher levels of corporate training programmes drive 218% higher income per employee than companies with lower training levels.

This is just one of the great number of benefits of training for companies. And it should be the number one reason to implement training for companies as one of the flexible remuneration options.

Why? Well, as you read above, employee training is one of the main reasons employees choose to stay in a company. And it also represents a benefit for the business, as it increases the value of your staff.

So, as an HR team member, implementing training for companies as a form of flexible remuneration is a great option for increasing both the value you give your employees and your business. Now, what’s next?

If you want your employees to really benefit from the training, choosing the right training for companies will be one of your top priorities. Which training for companies do your employees and managers need? That takes us to the next point.

Hard skills training vs. soft skills training

Hard skills consist of technical abilities while soft skills relate to the way those abilities are carried on. Both hard and soft skills are important for employees, as they should know how to do their jobs the best way possible.

So in order for you to know which training will be best for them, consider the needs of the business and employees, and the opportunities for development. If you’re expanding your business, you should keep in mind the importance of business language training for all your staff, as well as the need to increase your manager’s leadership abilities.

If you’re facing new projects, then consider implementing project management courses and the technical abilities you’d need your team to learn, whether it’s programming or digital marketing.

And if you’re not sure which training would be best for your company, you can always check out our success stories for inspiration!

Soft skills training: a hidden asset

You may have heard that soft skills are key to good management and business success. But why?

For many years, companies have been focusing on hard skills when hiring and training employees. But they came to realize that although they had extremely qualified employees that excelled at what they did, they ended up failing in projects.

And the reason is no mystery: they lacked soft skills. And those are often ignored when implementing training for companies.

What’s the point of being a great marketing analyst if you don’t have people skills, or can’t communicate your ideas effectively? And what does it matter if you designate your best accountant as a team manager if they’re not good leaders?

Consider soft skills training for your employees. Here are some courses that you could implement:

• Leadership training for companies: Most employees would consider leaving their jobs because of a bad manager. You need great leaders as heads of departments. Also, any employee (even entry-level ones) could use leadership abilities in their daily work.
• Assertiveness: Employees can learn how to defend their ideas, negotiate, and decide on next steps, using emotional intelligence, conflict management abilities, etc.
• Oratory corporate training: It’s essential for employees to learn how to communicate their ideas effectively.
• Coaching courses: This will help your teams be confident, motivated, have aligned goals, and high engagement.