Training is a necessary element of managing cultural and legal risk in a workplace.
Training can play an important part in introducing new ideas, skills, products and services, technology – you name it!
Why can a lack of training result in cultural issues?
It is not possible to set and forget culture. Culture requires ongoing monitoring, tweaking and development. As the external world changes, it influences an organisation’s culture in several ways.
For example, I see many organisations with stated values such as respect and accountability. For a culture of ‘respect’ to remain relevant, leaders need to consider how they respond to social movements like Black Lives Matter and #MeToo. And maintaining a culture of ‘accountability’ may require a review of how the organisation responds to the climate crisis. Training can help to raise awareness of these concepts and help to shape an organisation’s response.
Is it important for training to align with company policies?
Before going into a new organisation to deliver training, I will always ask to see the relevant policies. Long after the training has finished, any decisions made will be based on the policies, not my training notes.
Of course, there are times where I’ve found policies that are confusing, inconsistent with legislation, or refer to outdated processes. In these situations, a quiet word with the HR Director prior to training can prompt a timely review.
iHR Australia offers a range of learning solutions regarding equal employment opportunity, leadership, mental health, workplace interventions and people management. Click here to find out more about Workplace Training Solutions
About the Author – Sebastian Harvey, Senior HR Consultant/Facilitator, iHR Australia
Sebastian Harvey is an experienced facilitator and coach in all areas of people management. Sebastian has 14 years’ experience as an independent consultant working across a range of sectors including health, local and state government, manufacturing, banking and utilities.
