Docstoc

IssuesTrends in Managing Training

Document Sample
IssuesTrends in Managing Training Powered By Docstoc
					                            Issues & Trends in
                            Managing Training
                               Boston Trainer’s Roundtable
                                                
                                          January 21, 2005
                                                                                                         

                       Presented by: Beth Brettschneider,
                                      
                          Artichoke Training Associates
                                                                                                          

                                                                 Artichoketraining.com
                                                                 (617) 686-3995
                                                                                                            1
                 Agenda
1. What’s new? How has training changed?
2. How fast is fast? How do you keep up with
   the perceived pace of business? What are
   the implications for training?
3. Do you have to align your training function
   with corporate strategies? What happens if
   you don't? What happens if you do?
4. What can I do to enhance the value of my
   training function?

                                                 2
 How Has Training Changed?
• Shift in strategy to “performance consulting”
• Metrics, measurement, accountability, tracking
• New technologies – shift of instructor led
  classes to blended learning
• WHAT ELSE?

Let’s explore how some of these trends have
  manifested in practice….

                                               3
  FAST, FASTER, FASTEST
• Training, Training, Toil and Trouble,
  Who’s the Fastest Trainer of Them
  All?
  – Increased demand for quicker
   implementation of solutions.

What are the implications of this?


                                          4
       A Process for Training
       - - The “ADDIE” Model
•   Assessment
•   Design
•   Development
•   Implementation
•   Evaluation

                                5
6
         Needs Assessment
          Table Discussion
• What tasks do you include in your training
  needs assessments?
• Is performance analysis part of needs
  assessment, or can it stand alone?
• What best practices for assessment are out
  there that you’ve heard of that you’d like to
  consider implementing?
• What have you tried and found not to work
  well? Why do you think these methods did
  not work in your environment?
                                                  7
         Needs Assessment
• Assess HR metrics (e.g., turnover, tenure,
  vacancies, headcount, etc.).
• Establish competency models and assess
  proficiency levels.
• Identify skills, knowledge, attitudes (KSAs) for
  which training solutions can be devised.
• Consider systems and processes, including
  rewards, incentives, and recognition. 


                                                 8
     Design & Development
       Table Discussion
• Do you follow a particular process in the
  design/development of training?
• How do you distinguish design from
  development?
• What does your process involve?
• How much time does it take? Are the time
  expectations realistic?
• What tools do you use to help you manage
  your process?

                                              9
     Design & Development
• At the Macro level - - Alignment of
  Training to Business Needs
  – Conforming your training initiatives to
    corporate strategies will help you design
    and develop appropriate training solutions.


What are the implications of this?


                                              10
    Design & Development
• At the Micro level - - Use Tools to
  Help You Manage these Processes
  - Design Plan – Topics, objectives,
    instructional methods, time estimates.
  - Project Work Plan – Timetable of
    milestones.
  - Resource Allocation – How you plan to
    use SMEs, vendors, as well as training,
    support and technology personnel.

                                              11
         Implementation
         Table Discussion
• Do you use a learning management
  system? How has this changed how
  you do your job?
• How are you tracking who’s attending
  and completing training?
• How much of your time is spent on
  these tasks? Do you think this is
  proportionate?

                                         12
           Implementation
• LMS’s have changed our processes and
  procedures in tracking attendees.
• Facilities management – securing classroom
  space.
• Materials management – printing, shipping,
  unloading at training site.
• How much of your time is spent on these
  tasks? Do you think this is proportionate?
  Who is handling these tasks?

                                               13
 What Else Can We Consider
   In Managing Training?
• Establishing Strategic Goals for Training
  – Do you have an annual strategic plan or just a
    training calendar?
  – Do you have a Mission and Vision Statement for the
    training department?
  – Have you performed a SWOT analysis?
  – Is your training plan (and budget) aligned to the
    corporate strategic planning timeline?
  – Do you recommend what training people should
    have at particular levels?


                                                   14
              Challenges
• What challenges have you faced in
  managing the training function?
  – Alignment to business planning cycle.
  – Getting buy-in at the most senior levels.
  – Access to data to manage the needs
    assessment and evaluation processes.
  – WHAT ELSE?



                                                15
Thoughts & Ideas for Enhancing
    the Value of Training
• What training & development needs
  does the training department have?
• Is there benefit in investing in
  certification programs?
• Should you consider transforming your
  department into a Corporate University?



                                        16
                Training Metrics
•   Evaluation ratings and summaries.
•   Total hours of course length, average course length.
•   Total hours classroom vs elearning training.
•   Total number participants attending training.
•   Total number participant training hours.
•   Development effort required for each training initiative (i.e.,
    none, minimal, significant).
•   Extent to which you are using existing curriculum vs developing
    new (better leveraging of what you have).
•   Extent to which you are designing/delivering training across
    business units (are you recreating the wheel?).
•   Estimated to actual budget expenditures.


What other metrics are “in”?
                                                                  17
    Summary Best Practices
• Understand the performance issues and needs
  of the organization.
• Needs Assessment can help you build
  relationships with senior and line management.
• Use tools to help you document and manage
  training processes.
• Establish appropriate metrics, and
  communicate your successes.


                                             18

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:0
posted:7/19/2013
language:Unknown
pages:18