Posted on Tuesday, October 6, 2015 in Business
Learning in the short-term should arm your workforce with the tools they need to succeed.
Looking at it from a broader perspective, you should be able to define what constitutes this “success.” This means offering more than the standard responses of “achieving goals” or “improving performance” – it means providing concrete examples of how the information being taught will help staff move the company forward.
Identifying these goals can help ensure your training is targeted, the methods are the most effective possible, and that the money invested in said training will yield the highest possible return on investment. There are three steps you can take to ensure any education and training programmes are right for your organisation:
A. Identify the larger goals
In order to align learning with business goals, learning and development teams need to know what those goals are. Having a clear understanding of objectives can help you hone in on specific areas that need to be addressed; if your organisation does not have any clear company goals, you can suggest this as a first course of action. You may wish to sit down with the CEO, Chief Executives and even stakeholders to conduct a SWOT analysis, and determine what needs to be done to achieve the outputs you arrive at in the meeting.
B. Reach out to other departments
Overarching goals for the organisation can best be reached with input from the various departments within it. By breaking down these goals by discipline or specific area, you can ensure you have targeted training in place aligned with each goal. For example, if your organisation wants to improve customer service, you as learning and development coordinator should sit down with this department to identify key crisis points in order to select appropriate training to address them.
C. Explore different programmes
Which training approaches will yield the best results? Which method of delivery will be most effective? What will provide you with the most measurable benefits? Rather than implement straight away, make sure you do your due diligence prior to rolling out any programmes. Getting it wrong can be a costly error that results in less funding for similar initiatives in the future.
The more targeted and better aligned your learning initiatives, the strong your workforce productivity will become. This enables you to justify repeat investment into further training, and show your value as a learning and development department to senior stakeholders and decision-makers.
Call us about measuring the impact of your current training programmes and learn how to ensure that all development initiatives are able to achieve the objectives that were intended.
Excerpt taken from: How To Measure the Impact of Training & Development – 14 Guidelines to measure your ROI & Ensure Effective Training Programmes by Benson & Company. See www.managementguides.co.uk for more details.
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