Most corporate training programs are designed to improve 8-12 competencies over a one or two-day period.
This approach works great for training companies looking for mass customization, increased revenues, and high margins.
It does not work out so well however, for clients seeking to manage costs, make training relevant to the business and change critical on-the-job behavior required to make a true business impact.
In our experience, a laser focus on 2-3 core skill or knowledge gaps provides you with the greatest return on your investment.
A concentration on only the most meaningful areas allows you (and your participants) to spend less time and money on training while getting better results. It also enables you to more easily support on-the-job adoption and training business impact - the keys to success.
If you would like to know "What is really holding us back?" and 'Where should we focus?" in order to spend both your time and money more wisely, then...
Learn about training needs assessment best practices that help target what matters most...
Monday, November 2, 2009
Friday, May 1, 2009
Is Your Learning Solution Set Up to Succeed?
Over 50% of executives today are unhappy with the returns from their investments in corporate training.
Accordingly, it is not surprising that in tough economies, learning is often one of the first areas to be questioned or cut. In good or bad times, slashing training that does not have a clear business impact makes a lot of sense to us.
While it seems like common sense to ensure that learning investments are set up to succeed, we continue to be surprised that billions are spent each year on corporate training without any assurance that the money is being spent wisely. This does not mean changing all training to eLearning because you have a travel freeze or because you want to reduce costs. While eLearning can certainly be an effective medium, it means only doing training that makes business sense and setting it up to succeed - regardless of the approach.
Smart organizations make sure that they address ten key training best practice questions before launching any training initiative.
A proper training needs assessment is more than a skill gap analysis. It allows companies to effectively initiate change, align stakeholders, customize solutions, predispose participants, guide employee coaching, set baseline training metrics, target investments, and obtain buy-in.
Starting off on the right foot provides the foundation to save time, money, and reputations.Where do you stand and How do you stack up?
Accordingly, it is not surprising that in tough economies, learning is often one of the first areas to be questioned or cut. In good or bad times, slashing training that does not have a clear business impact makes a lot of sense to us.
While it seems like common sense to ensure that learning investments are set up to succeed, we continue to be surprised that billions are spent each year on corporate training without any assurance that the money is being spent wisely. This does not mean changing all training to eLearning because you have a travel freeze or because you want to reduce costs. While eLearning can certainly be an effective medium, it means only doing training that makes business sense and setting it up to succeed - regardless of the approach.
Smart organizations make sure that they address ten key training best practice questions before launching any training initiative.
A proper training needs assessment is more than a skill gap analysis. It allows companies to effectively initiate change, align stakeholders, customize solutions, predispose participants, guide employee coaching, set baseline training metrics, target investments, and obtain buy-in.
Starting off on the right foot provides the foundation to save time, money, and reputations.Where do you stand and How do you stack up?
Wednesday, April 1, 2009
Training Assessments Done Right
Most assessments are not only statistically invalid, but they are often implemented in a way that inhibits trust, decreases relevance, and wastes time.
We believe that the purpose of a training assessment should be to answer the questions: "What is holding us back?" and "Where should we focus?"
We also believe that training assessment should be customized to each unique environment, drive toward outcomes rather than simply seek opinions, and guide strategies by comparing skills to actual performance.
And from a purely practical point of view, we believe as well that assessments should be short, relevant, cost effective, and timely.
In addition to traditional interviews and focus groups, LSA Global offers three proven online training assessment options. With over 600 assessment and training measurement projects over the last 15+ years, we think you'll be pleasantly surprised with the speed, cost, flexibility, and value of these options.
Learn more about 3 Best Practice Training Assessment Options...
We believe that the purpose of a training assessment should be to answer the questions: "What is holding us back?" and "Where should we focus?"
We also believe that training assessment should be customized to each unique environment, drive toward outcomes rather than simply seek opinions, and guide strategies by comparing skills to actual performance.
And from a purely practical point of view, we believe as well that assessments should be short, relevant, cost effective, and timely.
In addition to traditional interviews and focus groups, LSA Global offers three proven online training assessment options. With over 600 assessment and training measurement projects over the last 15+ years, we think you'll be pleasantly surprised with the speed, cost, flexibility, and value of these options.
Learn more about 3 Best Practice Training Assessment Options...
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