Typically, there are 2 reasons an individual wants to become certified: 1) Validate existing skills or 2) Increase knowledge and then validate.

If your employees identify certifications they are qualified for, given their current knowledge levels and experience, there are many online self-study training options available to help prep for a certification exam. Then you could offer to pick up the cost of the exam (if they pass), which is usually nominal. If they are looking to increase their skills, then you’re looking at comprehensive training to bridge gaps, which can still be done in virtual environments; although some employees may prefer classroom training.

As for the value added from having a certified workforce, there are several studies and whitepapers published proving the organizational (and individual) value gained from certification. Organization value usually revolves around increased productivity, standardization, global scalability (due to standardized skill sets), lower onboarding costs, etc … Also, don’t forget about employee retention, as learning and development opportunities can play a big role in providing additional value to employees.

As for identifying which ones to pursue, this depends on your structure. I’ve seen organizations which have a formal L&D department who align with the leadership strategy to put certification programs in place, which ensure the proper skill sets are in place for future business decisions. I’ve also seen the complete opposite, where the individual employee is requesting a certification for personal development reasons. Both circumstances offer benefits though…

A couple examples of online resources which provide self-study certification training are http://www.skillsoft.com and http://www.gogogh.com. Both are a “paid for service”, but both can save considerably on training costs and also provide that extra benefit to the employee in terms of an L&D resource.

Thomas Hoyle
SolarWinds Certification Manager

Those of us in IT absolutely need it…just don’t assume it’s always the best and that they’re making the best of it. And just because someone is certified doesn’t mean their all of a sudden an expert.

Before jumping in have everyone set some goals around this training and hold people accountable by tying it into their reviews, raises, etc.

Great answer here. My question is, how often do you think employers opt for option #4? I’m guessing that would not apply if there is a necessary certification an employee needs to continue holding his or her job (cert renewal, etc.)? What have you seen more often?

Jenny
Community Manager