How to Get the Most from Your Training Program
Posted August 21st, 2017
When IT organizations have to cut costs, one of the first places they look is training and development programs. That’s because these programs are seen more as expenses than investments. The return on investment of the training is often murky, and so it is harder to justify the cost.
There are a number of reasons for this. Often these programs do not have clear cut objectives, concrete steps to achieve their goals, or ways of measuring progress. Sometimes the goals do not square with the overall goals of the company.
But there are steps that can be taken to get buy in from the company leadership, steps to show the value of training programs.
1. Adjust the program to fit the business
The aim of the training needs to be brought into line with a specific goal of the business, such as improving sales, improving customer service, or improving safety. There needs to be a specific measure that comports with the business and improves the operation of the business.
2. Find the best solution
After identifying the business need, you have to figure out how you are going to meet that need. Again, you need to be specific – what do you want the employees to do or not do as a result of the training that will move the business toward the identified goal?
3. Develop clear objectives.
They need to be clear and precise. What is the objective in achieving a return on investment, in improving the business, in determining what skills and knowledge that need to be acquired?
4. Make it mean something
The program needs to impart information that is relevant and important to the people who are taking the training. It has to be knowledge that they can use, that will spell out a course of action.
5. Measure the results. Calculate the return on investment
To figure the ROI, you need to first quantify the effects of the training monetarily. Then you need to calculate the costs of the training. Then, figuring out the ROI is relatively simple – the net benefits of the program are equal to the program benefits minus the costs, similar to calculating the ROI for capital investments.
The reason this is not done as often as it should be is a concern that the training program may not be providing the expected return on investment and will be eliminated. But generally, if those managing the training program are proactive and evaluate the program on their own initiative, even if the program is not performing as it should, they are still likely to have the support of company leadership in making improvements. After all, this is the goal of an evaluation – to determine why something is not working and what can be done to improve it.
If your company is looking for a return on its recruiting investment, you need to contact Bayside Solutions. Bayside has the expertise and experience to find the people you need. Give Bayside a call today.
