HOW TO ADD VALUE TO TRAINING?

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HOW TO ADD VALUE TO TRAINING?

Chaya
LinkedIn

All organizations train their people, and most spend significant amount doing so. Yet they generally don’t have any clue whether they’re getting any business value from training.  Beyond teaching new employees the specifics of their jobs, most companies train staff in areas such as leadership, communications, performance management, or lean operations. But they typically measure training’s impact by conducting surveys of attendees or counting how many employees complete courses rather than by assessing whether those employees learned anything that improved business performance.

So, how do you add value to training, which every company will cherish. The real challenge is how to measure training’s impact on Business?    

Here's 3 top tips that will deliver added value to your offering & improve organization satisfaction.

1.  Level Up from Trainer to Performance Consultant

You can offer more than training to make a business better, you may be able to make that leap to performance consulting by Conducting a Proper Training Needs Analysis aligning it to Business Goals & bridge the gap.

2.  Design the training to improve specific Organizational-Performance outcomes which can be Measured

Custom design the trainings more closely to key performance metrics and then measuring its impact on them. Organizations can generate greater value from training programs where the leaders of the organizations can compare their pre- and post-training results.

3.  Continuous Learning Model

Use Feedbacks to identify useful insights to improve programs constantly.  Build a competency mapping matrix focusing on employee career progression.

At, Stuvoy we have a Maturity Assessment Framework and a Roadmap Model which makes possible the measurement of the Maturity of PEOPLE, PROCESSES, and TECHNOLOGY.  Training Interventions is done using Stuvoy Organizational Maturity Model to create the maximum impact hence the ROI.