Now more than ever organizations need accountability and effective stewardship of financial resources. We all know how important it is to build a strong financial management team that can play a key role in your organization's success. If you are responsible for finding new talent for that team and providing them with the right training, then you and I have something in common.

If you are thinking of investing in a training program for entry-level employees, all I want to say is, "Do it."

Hopefully your organization has a great employee training program in place for all the right reasons: you are improving business outcomes, intentionally building a culture of continuous learning, and increasing employee satisfaction. On top of all that, as an added bonus, you can use your training benefits as an advantage for recruiting and hiring top talent.

Here at KnowledgeWave, we take pride in 2 key distinctions that really set us apart: our blended approach which combines video training with live online instruction, and our ROI calculator.

Competency-based pay is a pay structure that rewards employees based on how well they perform in the workplace, rather than the hierarchy of their position or years of experience. Let's take a closer look at the advantages of this emerging pay-management structure.

Onboarding and training new and existing team members can be a complex process for many organizations and their managers. "Managing people is one of the most time-consuming and difficult aspects of any job," writes Barrie Gross of allBusiness. "Whether you have one direct report or 20, the responsibilities loom large and finding the time to follow sound management practices in everything you do as a supervisor can be challenging."

Having well-trained employees is the dream of every organization. If your current training program isn't covering enough ground or providing enough value, your employees will never receive the adequate training they need to create a competitive advantage for your organization. To overcome this obstacle, establish clear objectives for your new and existing training programs, plus a few key performance indicators to gauge the effectiveness of your program. This way, you won't waste time, effort and money on training efforts that provide little to no value for your team and your organization.

In 2014, Bersin by Deloitte released the results of its 2014 Corporate Learning Factbook, the results of which have been highlighted in the likes of Forbes and TLNT. The data from the study, which analyzed benchmarks and trends in the American and global training markets, provides some great insight into how training and business growth correlate. We've outlined some of the key messages that can be gleaned from this information to help your bottom line.

What if your team could become significantly more efficient in its daily tasks? As you may have learned in one of our previous posts, they can—with the right employee-training tracking software. In fact, you can maximize efficiency across your entire business landscape. But you probably have one vital question: How can you effectively measure your return on investment? This is especially true if you want to allocate more time and budgeting toward further training for your employees, but need to ensure it's worth the investment. How can you gain insight into your employees' current progress?