Top managers stress the importance of employee training but once a crisis occurs, the training budget is immediately cut. Training costs are still perceived as expenses rather than investments. Your task is to show the specific benefits of employee training from a business perspective.
Many companies still lack procedures to ensure practical application of new knowledge and skills acquired during training. Transfer of the knowledge and skills into practice must be clearly addressed before, during and after each training session.
E-learning and online learning are comfortable, accessible and affordable employee training tools but, compared to traditional courses, they are not effective enough for the application of new knowledge in practice and overall impact. This needs to be improved in cooperation with creative designers and developers on the one hand and administrators able to take business issues into account on the other.
Employees attend courses because someone told them to do so. Properly, however, specific kinds of employee training should solve a specific problem the company faces or a specific opportunity that arises. You should start at the end - with clearly defined ideas about what training should bring to the company, ideally expressed in numbers.
The success of your efforts should be determined not only by whether employees use what they have learned but also by the impact that training and development has on them. Your department has to be a centre with clear business benefits, shown by the effect they have on participants' jobs, teams or the company as a whole.
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Article source Chief Learning Officer - a U.S. magazine and website focused on L&D