Brown Crayon in the Workplace
Workplace Training — Employer’s Right to Train ▼
“Telling my story of what I experienced in the workplace.”
This topic will be so heartfelt to write. This is when I first discovered racism on the nonprofit job at Green America (www.greenamerica.org). During my last four years on the job, there was no taste of diversity embedded into the corporate culture, and prejudice found throughout the workplace.
In the year 2013, Green America replaced QuickBooks software with Intacct cloud-based platform accounting (now Sage Intacct) with the project to go live on April 1. I started working in Intacct, with NO support or employee training from Green America. I had to teach myself through webinars and calling customer service so much that they knew my name. I was getting so confused with some of the modules. I then joined the Intacct community to search for an individual within a business to help me. I later found an Intacct experienced user in a company that taught me more.
I requested from the Executive Director for someone from Intacct to train the accounting team as a group on the software. That did not happen! When the new Director of Finance arrived at Green America in April 2014, he was able to get paid training from Intacct. He changed the Chart of Accounts to a numbering system. Then there was more to learn and adjust within the software. He did not share his training with me on all the accounting modules. I asked the question over and over about being trained on the Intacct system. The system is so powerful and could do much more for Green America than using it as the Director of Finance private high-priced data entry system. I say that because he set limits for my usage in the system. Most companies would be happy to have had an employee with the knowledge to grow and move the department into high-tech using less paper throughout the organization.
I expressed my accounting department concerns to the Executive Co-Director in writing on the Director of Finance annual review form in December 2017. During the years of April 2014 through April 2018, no change with offering me outside Intacct training to learn more about groups, source codes dimensions, and designing of reports on demand. Creating custom dimensions in Intacct provides unparalleled flexibility to gain better insight into financial reporting for the overall organization.
During that time period, other employees at Green America had outside professional training on new cloud-based systems, Blackbaud Raiser’s Edge, CharityEngine, Sage, and Timberlake. I must say, those employees did not look like me!
Employee new software training is the company’s responsibility. Employee development is a shared responsibility between management and the employee. Management place is to give the right resources with an environment that supports the growth and development needs of the individual employee.
The role of HR in Training and Development is arranging training programs for employees to enhance their skills. This is the main motive behind these sessions. Training and development are a fundamental function of an organization for bettering the job performance of an employee or a group in organizational settings.
Employee training and development are part of good management practices and good risk management strategies. A company should develop a good understanding of the knowledge, skills, and abilities that the organization will need in the future. What are the long-term goals of the organization and what are the implications of these goals for employee development? The information should be shared with the staff. One way an organization shows that it values learning are in its approach to mistakes.
District of Columbia Employment Laws ► https://statelaws.findlaw.com/dc-law/dc-employment-laws.html
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Pen Name: Brown Crayon (pseudonym)