In today’s dynamic business environment, ensuring that training translates into tangible performance improvements and increased profitability is paramount. Companies face a bewildering array of options when evaluating potential training programs. How can they navigate this complex landscape and make informed decisions? Knowledge, as the old saying goes, is power. In an era of rapid technological advancement and intensifying market competition, a skilled and continuously improving workforce is essential for organizational success. Resting on past achievements is no longer an option; management demands ever-increasing performance efficiency, which can only be achieved through a culture that values and encourages learning.
The Challenge of Selecting Performance-Driven Training
Many are tasked with fostering this environment of continuous learning. However, no single training department can meet every need. A significant percentage of companies choose to outsource at least part of their training function. While internal expertise is valuable, there are times when external learning providers offer distinct advantages. A quick online search reveals a staggering number of vendors eager to teach a wide range of skills. Selecting the right training program is a complex process that requires carefully matching an organization’s needs with those of its employees, ultimately aligning both to achieve desired outcomes such as improved performance and increased profits.
Effective training incorporates a company’s unique style, voice, mission, and other customized elements not found in off-the-shelf solutions. Enterprises seek to equip their workforce with actionable information that provides real-time benefits related to specific products or services.
Benefits of Outsourcing Training
Outsourcing offers several benefits, including potential cost savings. While utilizing internal subject matter experts (SMEs) to develop training content may seem appealing, the cost of lost productivity, coupled with the SME’s lack of expertise in sound educational principles, can lead to subpar results. Outsourcing reduces expenses related to software, printing, and other fixed costs. The vendor assumes these burdens, charging only a per-use fee, which can save organizations thousands of dollars. Furthermore, outsourcing allows internal staff to focus on their core competencies—the business itself. While some training is company-specific, much of it can be delivered more efficiently and effectively by an external vendor with specialized expertise and cutting-edge technology. This frees up valuable time and attention for improving products and services, ultimately benefiting customers and the bottom line.
The ultimate goal is to cultivate a workforce of constant learners who are self-directed, self-motivated, and self-sufficient. Many training programs aim to develop these soft skills. To optimize training efforts, organizations need to assess the learner’s current stage of development. The goal is to move professionals from dependence on coaching to self-direction within a consultative environment that embraces adaptability and flexibility. Successful training programs incorporate elements that allow instructors to act as coaches, motivators, facilitators, or consultants, depending on the participant’s needs.
Selecting the Right Program: A Step-by-Step Approach
Avoid simply jumping on the latest fad. Great organizations maintain core beliefs over time. When introducing external elements, be mindful of the amount of change being introduced. New ideas should complement existing processes; avoid changing direction so frequently that it causes frustration. The following steps will aid in selecting a suitable training program:
1. Verify needs with all departments involved.
2. Be open to input from everyone who interacts with customers.
3. Solicit personnel input on desired new skills and skill gaps.
4. Ensure the training provider offers measurable progress indicators before, during, and after implementation.
5. Look for providers who can quantify their approach and provide dashboards for a snapshot view of improvements.
6. Choose training companies that tailor their approach to fit specific industries.
7. Benchmark effectiveness internally and against the broader industry to understand the competition’s training practices.
Key Consideration: Measurable Results
Before investing, ask any vendor these crucial questions:
Key Question #1: Is the training measurable?
Determine if you are getting an adequate return on investment. Utilize evaluation models to calculate ROI. Reputable vendors should demonstrate how they measure program effectiveness. Training programs with built-in reinforcement mechanisms are more successful because they remove guesswork. If the training group is surveyed prior to implementation, the program can be tailored to address specific areas needing improvement, giving learners confidence that the training will address their skill gaps. Regular reinforcement of learned skills further validates the process.
By seeking tracking mechanisms that allow for data-driven solutions, organizations increase their chances of achieving real improvement.