Mar 24 2019
Human Resources and Training
Recognizing the need for training is an important first step in ensuring an organization achieves and maintains success. But the real challenge lies in knowing which training courses to choose from in order to reap the most benefits and provide the best return on your training investment.
Terms like “development planning” sometimes get lost in the sea of corporate jargon. However, a well-designed development plan is like a blueprint, providing an interactive guideline to help your organization arrive at its desired destination. Without one, you are essentially flying blind with little to no insight as to how your actions align with your organizational goals.
Here are just a few of the reasons to take development planning seriously:
Competency development: Training is the best way to develop the knowledge, skills and abilities your employees bring to your business. Research tells us that it’s almost always more beneficial to enrich your current staff than it is to replace them.
Filling in performance gaps: When performance levels are below optimal, the right training can give your staff the tools to do better.
Fostering loyalty: Development planning can bolster a sense of pride and loyalty in employees. It is no secret that when people are loyal to their company, they are far more productive than they would be if they didn’t feel part of the team.
Staying competitive: One of the best ways to sharpen your competitive edge is to keep developing your staff. If your employees are on top of the latest trends and techniques, you’ll be in a much better position to pull ahead of your competitors.
Training Methodology and Suitability for Participants
As you search for the courses which offer the most for your training budget, pay attention to the methodology used by the trainer. Ask yourself if the teaching techniques and material the trainer employs are likely to be impactful and effective for your staff. You may need to take a closer look at individual staff members to determine their learning styles. A department filled with visual or hands-on learners may not benefit greatly from a course consisting purely of lectures.
A key - and often missing — element of a successful development plan is a way to figure out whether the plan is working or not. Don’t just send your employees into training without subsequently collecting feedback and monitoring progress. There should be some quantifiable improvements as a result of a new training course.
If you don't see after the training session the kind of change you were hoping for, it might be time to revisit the process you used to select learning programs.