COMMUNICA | Issue Four
TRAINING
TIME
COMMUNICA explores how an innovative new
digital training platform will help to develop
a new generation of colleagues’ skills sets at
John Henry Group.
Editorial and photographic by:
Ofori Canacoo
I
nvestment can be a bit of a risky
business; there’s a cost to it and whether
that cost is, money, time, effort or energy,
you hope that the return is beneficial to you.
One of the things that can encompass a lot of
these concerns, is the topic of training.
The benefits of company training are that the
reward can be invaluable but there’s a risk that
sometimes you invest heavily in your people and
the skills set you’ve invested in goes with them.
For John Henry Group, the company has taken
on the philosophy of investing in its employees
and the return on this ‘investment’ is realised by
increased job satisfaction, colleague loyalty, a
lower turnover of employees, amplified work ethic
and effort and commitment to the business.
As a business, John Henry Group’s training
strategy has evolved over the past two years
to adhere to the growth that the company is
currently experiencing.
You’ll have already read in Mark Heraghty’s
article earlier in this issue, in relation to the skills
gap in the civil engineeringr market sector - so
John Henry Group has designed a new integrated
digital and personnel training programme to
invest in its people and future our colleagues’
skills sets.
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