Introduction
In today's competitive market, a company's success is closely tied to the talent within its workforce. Therefore, investing in workforce management software and employee performance management is crucial for boosting employee satisfaction and retention. According to People Management, 57% of 18–29-year-olds, 65% of 30–49-year-olds, and 37% of those aged 65 and over believe their employer should provide opportunities for skills training.
One of the most common problems organisations face regarding workforce development, competence management, and performance management is the lack of time. Managers and staff often find themselves caught up in their daily responsibilities with the pressure of tackling deadlines, leaving little room for learning and development. Organisations may not also have the budget or support to facilitate workforce development.
At BroadShield, we offer an integrated approach to workforce development through our flagship tool, Myrus. This comprehensive employee development software nurtures talent, empowers teams, and drives organisational excellence, ensuring cost-effective retention, recruitment, and engagement.
The Growing Need for Effective Workforce Development
Workforce Development is a strategic approach used by organisations to enhance employee skills and knowledge, ensuring long-term success. Workforce Development is mutually beneficial for the company and its employees.
For employees, workforce development provides the skills and knowledge needed to succeed in their current roles or progress into new ones. For organisations, a well-developed workforce leads to increased productivity, confidence, and reduced turnover.
Challenges
Identifying and closing skill gaps through a comprehensive competency management system.
Keeping pace with the fast-changing industry standards and technologies.
Engaging employees in continuous learning and development using an eLearning platform for businesses.
Without proper investment in workforce management software and online workforce training, organisations risk dissatisfied employees, increased errors, missed deadlines, and higher turnover rates.
Competence Management: Ensuring the Right Skills at the Right Time
Competency management is the practice of identifying whether staff have the key skills required to perform their role effectively to help an organisation reach its goals. When a company assess these skills, it can help identify what areas their staff need training and development in. It also ensures that staff are clear on their responsibilities and what is expected of them.
Challenges:
Difficulty in assessing and tracking employee competencies with traditional methods.
Lack of a standardised competency management system to measure and manage skills.
Inability to link competencies to business outcomes effectively.
Inadequate competence management can be detrimental to the organisation as it causes misalignment with its goals, strategy and mission. When staff members lack a clear comprehension of their roles and responsibilities, it often leads to staff questioning the purpose of their work. As a result, it can cause a decline in work quality and efficiency.
Performance Management: Driving Employee and Organisational Success
Performance management facilitates open communication between managers and staff, creating a safe space for staff to express their thoughts. This process allows organisations to understand their workforce, collaboratively determine ways to improve performance and identify areas for learning and development.
Through this process, managers can set and review SMART goals to enhance staff skills and contribute to the organisation's mission. Monitoring and assessing these objectives help analyse performance and target achievability. Additionally, performance management can assist in recognising areas for improvement and offer guidance through constructive feedback. Providing constructive feedback boosts staff motivation and guarantees consistent service quality for its users, aligning with the organisation's standards and mission.
Challenges:
Inconsistent performance evaluations.
Lack of real-time feedback and continuous improvement.
Misalignment between individual performance and organisational goals.
Poor performance management can lead to disengaged employees, unclear performance plans, and ultimately, a decline in organisational performance. Managers must provide feedback and support to prevent disengagement and ensure employees feel valued and motivated.
Introducing Myrus Digital System: A Comprehensive Solution
Myrus is your key to staff retention, satisfaction, and operational success. This corporate training software offers a complete toolkit for online and blended learning, competency assessment, and performance management. Myrus reduces the time spent on administration, allowing you and your team to focus on what truly matters.
Myrus allows organisations to customise training, competence assessments, and performance management workflows to align with business goals. The platform’s intuitive design and robust reporting features automatically align training with policy regulations and empower users. By assigning training based on job roles, Myrus creates personalised development plans that reinforce company ethos and build internal confidence.
Key Features of Myrus:
Workforce Development: Customisable learning paths, skills gap analysis, and continuous development tracking through an advanced Learning Management System (LMS).
Competency Management: Real-time competency mapping, personalised development plans, and alignment with business objectives using an innovative competency management system.
Performance Management: Automated performance reviews, real-time feedback, and goal tracking aligned with organisational objectives.
How Myrus Enhances Efficiency and Effectiveness
Scalability and Flexibility: The Myrus platform is adaptable and easily configured to work with individual organisations and clients. It is designed to work in the way you and your team want, but it acknowledges that sometimes unique client requirements exist and is happy to meet those requirements where possible. This flexibility allows for a more personalised and effective approach to client support.
Real-Time Insights: Real-time data offers valuable insights into an organisation's performance, enabling informed decisions and continuous evaluation of key performance indicators (KPIs). Live dashboards detect trends and patterns, allowing immediate action. Without real-time analytics, organisations would struggle to understand problems and react promptly.
Customer Story
The Fremantle Trust is a not-for-profit provider of support for older people and people who live with a learning disability. The Trust has 5 Nursing Homes, 5 Residential Care Homes and 9 services supporting people with a learning disability. The Fremantle Trust employs around 1250 people who work with around 1200 people living in the services that we support.
“Before we started to use the Myrus Competency Management system, competence standards were recorded manually on paper and held in the individual employee files. Once they've met all those standards, we would add it to the training side of BroadShield to show they're competent in safer people handling. For example, we could report it from a dashboard point of view, but what we couldn't see from our department is the level of detail of the competence obtained.
It was a bit of an admin headache. For example, not having access to individual staff files held in the Homes or Services would be an ongoing issue. And although we could give an overarching figure to show the competence levels within our employee base, we couldn't provide the level of detail of competence for each Home or Service.”
Toni Hammond
Learning and Development Manager at The Fremantle Trust
To discover how Myrus can revolutionise your workforce management and employee development processes, book a demonstration with our expert team today.
Source:
57% of 18–29-year-olds, 65% of 30–49-year-olds and 37% of those aged 65 and over agreed that their employer should provide opportunities for skills training. https://www.peoplemanagement.co.uk/article/1747340/employers-twice-likely-staff-have-positive-view-ld-programmes-report-finds
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