As an organizational consultant, sometimes it is tragic to see a business exhausting its learning and development budget recklessly.

  1. Analyze the need or the objective: Identify the top 5-7 skills that you want your people to develop. Training should always be directed towards the development of the skill. Your business success should depend upon how efficiently your people are at those skills.
  2. Prioritize the skills: You can even prioritize these skills in the form of core skills (elemental) and peripheral (desirable) skills.
  3. Map existing competencies: Every individual in your organization is unique. Make sure that you map their competencies properly
  4. Create a learning environment: Do not simply decide for your people the training programs they must undergo. Sit and discuss with them to finalize their training needs. There is no point in sending an unwilling child to school.
  5. Training Capability- You can built in-house #training capabilities or you can hire external vendors. The decision depends upon how much exposure and variety is needed for the program. Sometimes, in house teams have limited experience and exposures when it comes to industry best practices. Hire the #experts in learning and development industry and do not go for cheap vendors.
  6. Monitor the Progress: Never organize a training program or choose a #OB partner that does not help you in monitoring the progress made by your people. You must also recognize that training should be done till the progress is made. It is not a one-time fix but a constant up-gradation process.
  7. Return on Investment: The ROI of the training investment is the progress your people make. The skill developed through the program may sometimes directly add money to your business or it may cut costs involved in some redundant process.

Keep these 7 points in mind while finalizing your training calendar.

#Success Monks, #Siddhartha Sharma, #learning, #l&d

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