TRAINING OUR PEOPLE
When it comes to ensuring staff are well trained, TC Facilities Management understands the importance of flexibility and continued development.
At TC Facilities Management, we recognise the value of providing focused training and career development for all our staff.
After a period of induction training, staff receive an independent development review with their line manager. We strive to develop them to take on promotional roles within our business; recognising their skills and designing development plans to help them grow within the business accordingly.
The main challenge is in trying to deliver both job-related as well as career developmental training to staff who come from a wide and diverse range of backgrounds, cultures and abilities. Added to this is the need to ensure that we deliver to and beyond our customer’s requirements without the delivery of any training having a negative impact on their or the company’s performance.
To supplement our training, we have 44 | TRAINING & EDUCATION
therefore introduced a number of initiatives and new features that we feel meet these challenges and enable our people to take responsibility for their own learning at a pace that suits them. With the introduction of improved communication tools, between our head office functions and the frontline managers, we are able to provide access to a number of web- based learning tools as well as all our internally designed training material and task-related documentation.
This in turn has enabled the training department to focus upon fine tuning our management programmes as well as design improvements to our own training materials and new training tools.
Our philosophy therefore is to encourage everyone to seek to develop their skills, experience and knowledge at every opportunity. Retaining the talent that is already within the company, as well as nurturing their skills, is a key element in building a strong and reliable
workforce. Ultimately, we can reduce staff turnover as well as reduce the time spent training new people, but more importantly retain people who know and understand our business and what to grow with us.
We therefore focus our efforts on five main areas:
1
INDUCTION Getting this right at the start of
every new staff members’ career is key to laying firm learning foundations. Managers need to spend quality time with their people to create a positive working relationship and to establish a learning culture.
2
DEVELOPMENT REVIEWS Every staff member must
have a development review, led by their manager. This helps us build up a company-wide profile of what training is needed (beyond basic induction and job-related training) and helps us identify future managers as well as create a learning pathway for each person.
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