THERE IS A HELL! - - - IT IS CALLED RETAIL WHY COMPANIES FAIL TO TRAIN THEIR EMPLOYEES | Seite 5

WHY COMPANIES FAIL TO TRAIN THEIR EMPLOYEES

Managers were the surprise losers, with only 45% of managers receiving any training. Two
out of every five employers had provided no training at all of their employees in the past 12
months.
The most common reason for not training was found to be that employers considered their
staff to be proficient and/or did not need training. But the main barrier for training was
shown to be the financial cost.
A lack of proper training can have a disastrous impact on your career. I have seen many
instances of employees at all levels being subjected to disciplinary action by their employers
for poor performance, but at the same time with insufficient support, training or advice
having been provided by that employer.
If poor performance is caused by a lack of knowledge or experience, it a basic premise
of employment law that this should be addressed with training or guidance in the correct
area. By law, the employee must be given reasonable opportunity to be taught the skills and
given the knowledge needed to carry out the job. Losing a customer because a form was not
filled in correctly, or because you were not made sufficiently aware of technical or regulatory
requirements, is extremely unlikely to amount to a fair capability or conduct dismissal by an
employment tribunal.
But remember, what an employer may consider as suitable "training" may vary from your
own understanding and this may frustrate your ability to put up a case.
It is not always the provision of tangible training such as external courses or trainers that will
apply. Many employers will incorporate training policies in their staff handbook and direct
you to read it. In larger organisations, there is the company's internal intranet that will set
out the appropriate polices which you will be expected to read and adhere to.
You would be hard pushed to say you were not aware of your employers’ specific training
requirements if you are properly directed to where the training material could be found.
Conversely if your employer does not make it sufficiently clear where their training material
lies, they could lose a case.
In many cases, of course, an employer cannot hide behind written manuals, especially where
there is a hands-on role similar to the G4S security staff. I am nevertheless always amazed
how many employees are not a ware of the existence of staff handbooks or what information
their company's intranet holds when their employers had previously made clear where this
important information lies. You may want to check this out.
It should also be remembered that within the first two years of your employment, you
cannot make a claim for unfair dismissal if you are dismissed for poor performance (the time
dodie ste®eo p®odu©tion ™

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