5 Areas to Target to Get Your Training Program in Shape

Is Your Training Program Fit? 5 Areas to Target to Get Your Program in Shape Wednesday, February 29, 2012 1:00 p.m. Central

ALIGNMENT• What it is?• How we create it?• What’s the focus?

It is critical for our continued success to ensure that the direction oftraining remains aligned with the needs of our customers, learners, andbusiness. We need to create the best learning environment wherestudents can learn, collaborate, and connect with one another, and offerresources so that they can improve their performance on the job. Diana Thomas, VP of Training, Learning and Development McDonald’s

Keep your eye on the correct lane of traffic!Reverse engineer the contentStart with organizationalDesign & deliver to employees

While the learning function must deliver against long-termstrategic results, it also must be focused on how to delivertoday’s business goals and objectives. Annette Thompson, Senior VP and CLO, University of Farmers

BUDGET• ROI and Value• Do more with less• How to leverage technology

Executives Want to See More Impact and ValueRanked Importance Measure Learning Example Currentlyto Exec’s Evaluation Measured Level1 Impact 4 “The Accel project contributed 20% to our reduction 8% in error rates this fiscal.”2 Value 5 “Within one year, the East program will achieve a 2:1 4% benefit-cost ratio.”3 Awards 0 “Our learning program won an award from Chief 40% Learning Officer magazine.”4 Application 3 “78% are applying their new skills to their jobs” 11%5 Learning 2 “92% of participants increased their skills” 32%6 Activity 0 “Last year 7,800 employees participated in our 94% learning programs”7 Efficiency 0 “Formal learning costs $2.15 per hour” 78%8 Reaction 1 “Employees rated our training very high with an 53% average of 4.5 on a 5 point scale” Source: How Executives View Learning Metrics by Patti and Jack Phillips, CLO Magazine, Dec 2010

Incorporate intoMeetingsCompetency-basedTrainingBlended Learning

COMPENTENCY-BASED

Off-the-shelfe-learning contentLearningManagementSystems and toolsFREE content –short video,webinars, podcasts,and social media

Employee-generated contentLearning at themoment of applyOrganizational IQand experts

ROI of Informal & Social Learning Informal Formal & SocialLearning Learning <<<< <<<< Classroom, Books, reference workshops, material, SME’s, seminars, networking, e-learning community, sharing Spending Learning

PARTICIPATION• Program awareness and value• Marketing and communication• Manager support and motivation

I’m not in training. I’m in marketing. Kelly Jenkins , Training Manager Western Union

Who are the variousindividuals orgroups who will beusing the resource?What’s in it for me?How will theprogram satisfytheir needs?

Pre-ReleaseAt ReleasePost-Release

How will employeesbe able to use whatthey learn?Can you explain thetools and learningresources they willneed?How will employeesknow they’ve beensuccessful?

TRANSFER

Company culturePeer support andfeedbackSupervisor supportand feedback

Training is a process not an event

Rating of Impact by RoleMost powerfulRole Before During AfterManager 8 1 3Trainer 4 9 2Trainee 7 5 6Most usedRole Before During AfterManager 5 6 9Trainer 7 2 1Trainee 8 4 3

Learning Investment Learning Effectiveness 5% 10% 26% 50% 24% 85%Pre-work Learning Event Follow-Up

• If you dont measure it, you cant manage it• It’s easier than you think!• Measure to identify where scrap is more prevalent• Prioritize the high volume, high cost program investments

Evaluation Survey: Scrap learning is the sum of learners who apply training within 6 weeksI was able to apply what I subtracted from 100%.learned within…a) 1 weekb) 2 – 4 weeksc) 5 – 6 weeksd) I intend to apply If the sum of the first three responses was 40% then the scrap learning ratee) I will not apply is 60%.

Evaluate yourcommunicationefforts and methodsShare successstoriesIdentify programchampions

Encouragementand recognitionAdditionalresources andopportunitiesOutline andcommunicateexpectations

BUSINESS RESULTS

• Reaction• Learning• Behavior• Results

Targeting, Aligning and Measuring [Training Nutrition] Four Levels Kirkpatrick’s ModelBusiness Objectives Program Goals LevelReduce training costs and leverage 25% of potential audience of 3,500 completes one course and 5learning options more effectively instructor-led enrollments decrease by 50% by Dec. 31 resulting in $50,000 in savingsEliminate bottlenecks Reduce the number of errors and re-orders 22% by April 27 4Reduce staff requirements Eliminate the need for three contractors by March 22 by 4 improving the productivity of the engineering staff 40%Reduce workplace harassment risks Achieve a 11% reduction in harassment claims by June 30 4Enhance customer service Improve the “customer care” aggregate score by 3% before the 4 end of this fiscal yearImprove employee morale Achieve an average of >75% rating on the morale-related 4 questions in the satisfaction survey by the end of third quarter

Business impactmeasurementsIsolating the effectsof learning anddevelopmentDefining value andresults

5 TARGET AREASAlignment with business objectives. - Start with organizational objectives and builds the learning plans from the bottom-up.Budget - Ditch training that isn’t delivering verifiable results - Find technology solutions to enable employees to access information more quickly.Employee participation - Create awareness and communicate valueLearning transfer - Supervisor and manager support - On-the-job applicationCommunicate and prove Business Impact - Know what and when to measure - Value based on defined expectations

RECOMMENDED RESOURCES Business Impact Series: • Confrontation: Whats the Best Approach • Developing Adaptable Managers • Performance Dashboard or Scorecard? Business Challenge Series: • Increasing Competitiveness through Collaboration • Succession Planning and Management Programs • Selecting the Appropriate Performance-appraisal Method

RECOMMENEDED RESOURCESOnline Courses:• HR as Business Partner: Using Metrics and Designing Strategic Initiatives• Preparing to Communicate Effectively at the C Level• Talent Management: Developing and Engaging Talent• The Benefits and Challenges of Engaging Employees• Developing the Next Generation• Optimizing Your Work/Life Balance: Maintaining Your Life Balance Additional Resources: How to Make the Business Case for Training Programs Marketing Training Tips E-Book How-To: Reinforce Training, Training Magazine, June 6, 2011

questions?

For Additional Info. Chris Osbornwww.bizlibrary.com cosborn@bizlibrary.com 888.432.3077 888.432.3077 ext. 144

5 Areas to Target to Get Your Training Program in Shape

by BizLibrary on Feb 29, 2012

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