Career Progression through Training Programs

Keeping Your Best People: How HR Can Make a Real Impact in Manufacturing Manufacturing is fast-paced, structured, and physically demanding and let’s be honest, it’s not always easy to keep employees engaged and motivated. As HR professionals, our job isn’t just to check boxes on policies; it’s to create an environment where people want to stay, grow, and contribute. One of the biggest game-changers I’ve seen in improving efficiency, engagement, and retention is structured career pathing and skills development. Too often, employees in manufacturing start in entry-level roles without a clear view of what’s next. Without growth opportunities, retention takes a hit, especially in skilled trades and frontline positions. That’s where career progression frameworks come in. By implementing structured development programs, HR can: ✅ Give employees a clear roadmap for advancement—so they know exactly what skills they need to move up. ✅ Provide upskilling opportunities, like cross-training, technical certifications, and leadership development. ✅ Use pay-for-skill models to reward employees for learning new competencies that benefit both them and the business. ✅ Mentorship programs (we do this!) to connect newer employees with experienced workers, fostering engagement and knowledge-sharing. The result? Employees don’t just see a job—they see a future with the company. They feel valued, and that sense of investment translates to lower turnover and higher efficiency. Plus, leaders benefit from a more skilled, adaptable workforce that can flex to meet production demands. At the end of the day, HR is about creating opportunities, not just enforcing rules. What HR initiatives have made a real difference in your manufacturing workplace? Let’s swap ideas in the comments! ⬇️

𝗧𝗵𝗲 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗼𝗳 𝗖𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝘀 𝗳𝗼𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 📜 Are your employees missing the credentials that could validate their skills and knowledge? It’s a common issue. Employees without recognized qualifications often find their career progression stunted, leading to lower motivation and engagement. This lack of validation can hinder their potential and, consequently, the growth of your organization. Here’s how you can turn the tide: Incorporate certification programs into your Learning and Development (L&D) offerings. This not only boosts employee credentials but also drives professional growth and organizational success. 🔖 Elevate Employee Credentials: Certification programs provide formal recognition of an employee’s skills and knowledge. This not only validates their expertise but also enhances their professional credibility. 🔖 Enhance Career Progression: Certifications open doors to new career opportunities. Employees with recognized qualifications are more likely to be considered for promotions and advanced roles within the organization. 🔖 Improve Job Performance: Certified employees are often more knowledgeable and skilled, leading to better job performance. This can result in higher productivity, improved quality of work, and greater innovation. 🔖 Standardize Skills Across the Organization: Certification programs ensure that all employees meet a consistent standard of competence. This is particularly beneficial in industries that require adherence to specific regulations and standards. 🔖 Enhance Organizational Reputation: Organizations that invest in employee certifications are seen as committed to professional development. This can enhance your reputation as an employer of choice and attract top talent. 🔖 Adapt to Changing Business Environments: In today’s fast-paced world, staying updated with the latest industry trends and technologies is crucial. Certification programs help employees keep their skills relevant and adaptable. 🔖 Support Employee Retention: Employees are more likely to stay with a company that invests in their professional growth. Certification programs demonstrate your commitment to their career development, reducing turnover rates. By integrating certification programs into your L&D strategy, you not only empower your employees but also drive the overall success of your organization. Your workforce becomes more skilled, motivated, and ready to tackle future challenges. (Picture from a Microsoft Training event in Netherlands circa 2005) How is your company leveraging certification programs for employee development? Share your experiences below! 💬 #EmployeeDevelopment #CertificationPrograms #LearningAndDevelopment #CareerGrowth #ProfessionalDevelopment #EmployeeEngagement #HRStrategies #OrganizationalGrowth

𝐈 𝐬𝐩𝐞𝐧𝐭 𝐭𝐢𝐦𝐞 𝐭𝐚𝐥𝐤𝐢𝐧𝐠 𝐰𝐢𝐭𝐡 𝐄𝐚𝐫𝐥𝐲 𝐂𝐚𝐫𝐞𝐞𝐫 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬 𝐚𝐭 𝐏𝐞𝐫𝐫 & 𝐊𝐧𝐢𝐠𝐡𝐭—𝐚𝐧𝐝 𝐈’𝐦 𝐬𝐨 𝐢𝐧𝐬𝐩𝐢𝐫𝐞𝐝 𝐛𝐲 𝐭𝐡𝐞 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐰𝐞 𝐡𝐚𝐝. This isn’t your typical one-and-done training. It’s part of a 6-𝐦𝐨𝐧𝐭𝐡 𝐜𝐚𝐫𝐞𝐞𝐫 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 that combines both 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐚𝐧𝐝 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠—because building strong, inclusive, future-ready leaders takes more than a single session. This particular week’s focus: Giving, Receiving and Actioning Feedback 🔹 Determining what effective feedback looks like 🔹 Identifying techniques to receive constructive feedback 🔹 Leveraging strategies to solicit feedback from managers, peers and direct reports 🔹 Reviewing ways to process and apply feedback 𝐎𝐮𝐫 𝐧𝐞𝐱𝐭 "𝐑𝐢𝐬𝐢𝐧𝐠 𝐒𝐭𝐚𝐫𝐬" 𝐜𝐨𝐡𝐨𝐫𝐭 𝐥𝐚𝐮𝐧𝐜𝐡𝐞𝐬 𝐢𝐧 𝐌𝐚𝐲. If you're thinking about how to future-proof your talent pipeline and fuel high-impact teams—this is where the work starts. At the end of the program, participants are able to... 🔹Demonstrate stronger communication, feedback, and collaboration skills 🔹Build confidence navigating real workplace challenges 🔹Develop greater clarity around career goals and how to pursue them 🔹Strengthen cross-functional relationships to increase engagement and retention A big thanks to Perr&Knight and Judy Perr for committing to real leadership development. #leadership #multigenerationalworkforce #intergenerationalworkforce #management 

Have you made the investment in your retail talent yet?   Learning and development are no longer “nice-to-haves” or something to focus on later. Ongoing training is an imperative component of maintaining talent and ensuring the long-term success of your organization. In MOHR Retail's recent webinar, Strategic Talent Revival: Re-Engaging, Recruiting, and Building Bench Strength, Lisa Anderson (She/Her/Hers), Division Vice President of Optometry at EyeCare Partners, identified that continuous learning:   ✔Keeps people engaged ✔Shows them you’re invested in their success ✔Motivates and equips them to contribute their best work   Your training program should include finding opportunities to cross-train and build a versatile workforce. Associates trained in multiple areas can step in as needed, which will reduce disruptions and ensure smooth operations while also giving them a chance to learn more about the business.    You should also establish mentorship programs where experienced leaders and team members can guide and support newer hires. This helps transfer knowledge and skills and fosters a supportive work environment.   I also encourage you to routinely identify potential future leaders within your organization and provide them with the necessary training and development to prepare them for advanced roles. Upskill your existing talent and give them a long-term career path with your company. It will help you reduce the risk of turnover and maintain the best people.   Not sure where to start with a retail training program? Ask your questions below, and I’ll be happy to help!   #LearnMOHR #EyeCarePartners #RetailTraining #Retail