With the rising job openings caused by The Great Resignation, failure to adopt a new strategy for hiring could have devastating consequences, like employee burnout, high attrition rates, unskilled employees, loss in revenue, and deterioration of company culture—resulting in even more vacancies. This could easily spiral out of control until organizations are paralyzed by a staffing crisis.
Because these employees are covering for other positions or stretched to workload capacity, it’s difficult to meet their expected goals, impairing their ability to advance and grow. Burnout paired with failure to advance in careers will inevitably lead to productivity issues and turnover.
The good news is a recent LinkedIn poll asked business leaders to prioritize growing their businesses or developing their employees. Nurturing their teams won. Holding onto and attracting new high-performing employees is a top priority for most companies.
On-demand talent can help.
Training outsourcing partners can be a tremendous asset to making talent as a service available to companies looking to take strategic advantage of the on-demand talent model.
Staff augmentation is the use of contract professionals on a temporary basis to respond to business needs. The freelance or contract talent fill the skills gaps or increase capacity to meet demand. It’s a strategic way for companies to bring in specialized contract professionals quickly, as needed, without the added cost of a full-time employee.
Gig work, freelancing, contract work, independent contractor, and self-employment are all terms we use to describe on-demand talent. Top freelance fields include training, accounting, marketing, and customer service. For example, in the L&D industry, training projects are typically short-term or temporary in nature, allowing employers to hire outsourced talent that specialize in a specific subject area so employers can utilize on-demand models of training with expert-level contractors.
Using outsourced training talent brings highly qualified independent contractors within reach. These individuals are experienced, subject matter experts in their fields. They bring an ability to quickly onboard in a variety of environments like project-based, short-term, and ongoing contracts, giving organizations the ability to tap into L&D talent that already have the skills that they need, saving time and investment. These training partners have a passion for providing successful training solutions and often have the expertise and bandwidth to tackle global and multilingual programs. Even when full-time talent is available, it’s not always the best option for the project. On-demand talent keeps organizations nimble, allowing them to allocate resources to projects that need it, without wasting time and resources when they don’t.
Learning and development projects can be short-term, temporary, and long-term as companies navigate acquisitions, product launches, upskilling and reskilling, industry certifications, and many other circumstances. Additionally, each situation may require a completely different skill set. Think about the type of trainer needed for a new software rollout versus one for safety certification. When training and development needs are broad but highly specialized, outsourcing training partners can provide the right trainers at the right time.
TTA makes it simple to use outsourced learning and development talent for any sized learning project or training topic. With a network of over 23,000 learning and development experts, we have on-demand talent with a variety of skill sets, the capacity to hit the ground running, and the experience to make an impact.
Download our Talent as a Service brochure to learn the benefits of outsourcing training talent and how easy it is to begin.
Having a strong training and development plan is essential in every organization. It is important for safety, productivity, performance, recruiting, and to promote a thriving culture. Understanding the importance of training, and the risk of not doing it, is imperative.
Millennials consider learning and development to be one of the most important components when considering a new job. Lack of training could cause your company to miss out on top recruits and decrease retention.
Training has a positive impact on nearly every aspect of your organization. In fact, 59% of workers associate professional development with a superior company culture. The benefits of employee training go beyond job-related functionality. Corporate training programs can improve mental health, develop emerging leaders, reduce conflict, and so much more.
Learning programs are at the core of a company culture, job satisfaction, and productivity. Addressing the learning needs of employees requires experts to assess needs, design instruction, and deliver training. There are many different L&D roles you can take advantage of in an outsourced training program.
A training partner identifies training needs, creates a learning plan to reskill and upskill staff, and provides experts to deliver quality training to keep your company competitive, productive, safe, and satisfied to retain staff.
Choosing a training partner that provides learning and development experts in an on-demand talent model gives companies the flexibility and expertise they need to train employees without the investment of a full-time staff that still may not have the talent or bandwidth needed to meet all training demands.
Blog: 3 Tips to Give you Confidence When Selecting a Training Partner for Talent Outsourcing
When organizations perform short and long-term business planning, rarely can those goals be achieved without reskilling or upskilling employees. Ideally, businesses will incorporate learning and development strategies into business plans to accommodate the resources necessary to develop employees, preparing them to contribute to the organization’s success. Agile talent can help train your organization on the relevant topics needed.
There are countless details that must be considered for a successful training rollout. Download our eBook, Training Business Process Outsourcing, to learn how to build your plan, the necessary implementation steps, and resources needed to get it all done.
Morgan Stanley and Smith Barney merged to form the largest wealth management firm. They had to train over 16,000 financial advisors, 8,600 client service associates, and 1,600 managers.
Looking to diversify their workforce, Akamai partnered with TTA on the Akamai Technical Academy, which provides opportunities for people to pursue a technical career without coming from a traditional technical background.
Nationally, GSUSA was implementing a major organizational sales transformation. However, first they needed to address the dysfunctions of the team that permeated throughout the council.
Massachusetts Department of Children and Families (DCF) needed an innovative, fun, informative, and engaging solution to transform their onboarding program and better prepare social workers for their new roles.
Sound needed to implement a culture change and develop the coaching skills of 40+ sales managers and leaders that are essential to impact employee performance, employee engagement, and sales.
Unum recognized the need to evolve their manager training program and they were at risk of losing staff. They needed a training partner that could equip 1,200 managers with the skills to lead their company toward a collaborative future.
CITGO needed to roll out a new professional development curriculum program to employees across four US locations. With a small full-time training staff, they did not have the resources to deliver the training to hundreds of employees.
HP engaged Accenture to develop a new sales training curriculum for a 5-year sales training program. This program needed to be delivered to over 4,700 learners in 48 different countries and in 13 languages.
To get the quality, efficiency, and reach of training they cannot get from their team alone
A new mindset in sourcing talent will help organizations rethink the way they tap into the knowledge they need. The rise in independent contracting offers many benefits to businesses. Freedom from headcount constraints and access to expert-level knowledge are just two of the reasons why using outsourced talent can make organizations more agile and competitive.
Choosing the best outsourced training partner will result in an accelerated speed of learning and improved learner engagement. Training partners should have access to highly qualified learning strategists, instructional designers, and trainers with strong industry knowledge and subject matter expertise. Consider a long-term strategy for on-demand access to expertly vetted training talent. The ability to easily request professional L&D talent with a particular subject matter expertise and industry knowledge, eliminates the need to search for a new contractor for each project.
3 Must Haves When Choosing a Training Company
