Investing in Employee Training

Finish your outdoor work and get your fields ready; after that, build your house. (Proverbs 24:27)

Occasionally I receive an email that warms my heart. I received one a couple of months
ago from a colleague who has invested a lot of time in staff training around the world. In
this email, he asked if he could share his materials developed over the years with me.
He was entrusting to me a treasure, his labour of many years. My heart leaped out of
joy. I feel honored as I use this material in training our team and know that this legacy of
training will continue to bear fruit not only for our organization but for others where my
colleagues may work in future.
As I continue to reflect on the management principles espoused in the book of
Proverbs, today I share one on investing in employee training as outlined in Michael
Zigarelli’s, Management By Proverbs.
Employing farming analogy, the scripture above counsels Managers on the importance
of putting first things first. The term ‘first things first’ applies to any enterprise and the
‘build your house’s term is scripturally used as a metaphor for undertaking an important
endeavor. Examples include the instruction to build our spiritual houses upon His rock in
Matthews gospel and Hebrews compares Jesus to a house builder.
Management should view every new hire as a ‘field’ that needs to be prepared (trained).
Many times, the urgency of a task or role may lead the supervising Manager to
immediately immerse the new employee in the tasks to be performed – after all is not
that the reason for hiring them?
There is a better route- a more strategic approach that invests time and money in one’s
people. The long-term effect of this approach is a solidly built house (organization). Just
as farmers take care of their fields regularly, so should the Managers of employees
prioritize continuous training.
Some of my former colleagues and I reminisce about the training programmes we had
the privilege of attending. As newly hired radio producer, I was sent for one month
production course in Hilversum in the Netherlands where I met many colleagues from
around the world. Though I have not been production for many years now, my years as
a radio producer are so memorable, mainly because I did something I was well
prepared to do.
Years later, when I was challenged to assume the leadership role at TWR Kenya, again
the investment in leadership training was immediate and continued for many years at
TWR’s Africa offices in Johannesburg. As leaders from across Africa we met thrice and

sometimes four times in a year for training and mentorship. The organization has
continued to reap the benefits of these trainings long after that season ended.
At Daystar University, where I lecture part-time in Media Management, I have valued the
various faculty training programmes particularly on Problem Based Learning (PBL). I am
a more effective Lecturer as a result.
Management scholars have examined issues surrounding employee training and the
elements considered most effective include the following:

1. A to management willingness to make training part of the corporate culture.
2. A close relationship between training objectives and business strategy (ministry
   goals)
3. A systematic approach to training that targets all levels of staff on a continuous
   basis.
4. Genuine commitment to invest the necessary resources for training to be done
   properly.
   While discussing this list with my students, there was agreement that staff members
   also have a role to play by ensuring that they do not waste the training opportunities and
   that they utilize the acquired knowledge and skills for the betterment of the organization.
   Some employers fear that the employees will leave for greener pastures after the
   employer has invested in their training. What do you think?