There's a reason why frozen meals and quick and easy dinners have become so popular, cooking from scratch can be intimidating. The same can be said with building a training program. In this webinar we'll take away the intimidation factor and give you the key combination of ingredients and best practices to create a successful employee training program. http://www.bizlibrary.com/bizblog/posts/2013/december/recipe-for-creating-a-successful-training-program.aspx

2. 4,000+ Courses. 25 Topic Areas. Unlimited Access.

3. STATE OF THE INDUSTRY

4. PROCESSED
Just-in-Case Training

5. Instructor-led training model is based upon
educational model that has its roots in the
19th century . . . .

6. How do insure we
deliver value in our
employee training
programs?

7. NUTRITIONAL VALUE
Business Benefits
SATISFACTION
Employees Learn
And Grow

8. 1. Identify target areas.
2. Outline competencies and levels of
mastery.
3. Identify gaps.
4. Gain manager support.
5. Build a BUSINESS case linking these
elements to improved bottom-line results

9. IDENTIFY TARGET AREAS
•
Limited number for each
employee
•
Figure out EXACTLY how
top performers currently
deliver results
•
What will be needed in
the near future?

10. IDENTIFY THE GAPS
The difference
between the
current level of
performance
compared to
desired level.

11. ROOT CAUSE ANALYSIS
PERFORMANCE CHALLENGE:
Improve client retention by
5%
Start with…
Why are we not retaining
clients at our target of 90%?
We are only at 85%?
What do we learn?
Two causes – one has a
training solution – one does
not.

12. OUTLINE COMPETENCIES AND
LEVELS OF MASTERY
• Create focus
• Provide
guidance
• Benchmark

13. COMPETENCY LEVELS
CORE COMPETENCIES
Industry and culture
JOB FAMILY COMPETENCIES
Business discipline
JOB ROLE COMPETENCIES
Level of mastery required

14. GAIN MANAGER SUPPORT
• Training and
learning support
• Productivity
• Retention
• Engagement

15. MAJOR MANAGERIAL SKILLS GAPS
1. Coaching
2. Performance appraisals
3. Developing others
4. Managing change
5. Communications
6. Business acumen
Bersin by Deloitte ,
Current Capabilities by Role,
December 2011

16. BEST PRACTICES FOR A MANAGER
TO SUPPORT LEARNING
Make the employees
stakeholders.
Get involved and be a good
example.
Incorporate learning into day-today work.
Celebrate and recognize.

17. BUILD YOUR BUSINESS CASE
• Risks of the
status quo
• Strategic value
vs. only ROI

18. Organizations with a strong learning culture significantly
outperform their peers…
Innovation
Productivity
Time to
Market
46%
37%
34%
More likely
to be first to
market
Greater
employee
productivity
Better
response to
customer
needs
Quality
26%
Greater
ability to
deliver
“quality
products”
Skills for the
future
Profitability
58%
17%
More
prepared to
meet future
demand
More likely
to be
market
share
leaders
BERSIN BY DELOITTE 2012

19. FOR: Erica, HR Manager
INGREDIENTS:
DIRECTIONS:
Off-site HR workshop
1. Target areas: Assist managers with performance
support and reviews of difficult employees
Online video courses:
•
•
•
Let’s T.A.L.K. – Handling
the Difficult
Performance Appraisal
Avoiding Discrimination
Problems – 5 Keys
A.I.M. For Development
Social Learning
Assign Mentor
2. Manager Competencies: Coaching, Performance
Support & Management
3. Identify Gaps: SKILLS – coaching, communications
and professional development KNOWLEDGE:
discrimination rules and law
4. Manager Support – HR Director – need to ensure
HR Director knows about each element of Eric’s
individual plan and the availability of other online
resources

20. FOR: Paul, New Client Services
Manager
INGREDIENTS:
DIRECTIONS:
Classroom sessions on basic
supervisory skills
1. Target areas: Basic supervisory skills, help with
transition into supervisory role
Online video courses:
Peer Today, Boss
Tomorrow
1 On 1 – Informal
Performance Review
A Leader’s Guide to
Delegating
Social Learning & Support
Group – other newly
promoted managers
Assign Mentor
2. Manager Competencies: Emotional intelligence,
Coaching, Communications and Delegation
3. Identify Gaps: Coaching – Paul has never
coached other employees before! Delegating tasks
– another area that will be completely new.
4. Manager Support –Director of Client Services – Tell
Sheryl about “From Bus to Boss” – a great book she
can read and discuss with Paul. Ensure she is aware
of support group for Paul and all online courses for
new managers as needed.

21. FOR: Marsha, Director of
Sales
INGREDIENTS:
Leadership Lessons series
of short videos.
Online video courses:
• Leadership, What’s
Trust Got to do With
It?
• Follow the Leader:
Vision &
Communication
Social Learning &
Support Group – other
directors
Assign Mentor from pool
of VP’s
Find outside executive
coach
DIRECTIONS:
1. Target areas: supervising and managing other
managers, strategic thinking, change management
2. Manager Competencies; Leading diverse teams,
communicating vision and direction, Leading change
3. Identify Gaps: Change is a challenge for Marsha. We
need her coach and mentor to help her with the
challenges her team will be facing.
4. Manager Support – VP of Sales – ensure Michael is
aware of books and other online resources on change
leadership. Suggest reading Leading Change by John
Kotter as a discussion item with Marsha to help her with
initial challenges.

22. A NIMBLE LEARNING STRATEGY
CONTEXTUAL
role
location
plan
CONCISE
short videos
updates
INFORMAL
everyday
ad hoc
TIMELY
just in time
moment of
need
SOCIAL
discussions
observed
behaviors
MOBILE
anywhere
anytime

23. In a world of learning and development where
complexity is the enemy, BizLibrary has developed a
to delivering high
quality learning, anywhere, anytime.
MICHAEL ROCHELLE
Chief Strategy Officer
Brandon-Hall Group
BIZLIBRARY.COM

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4,000+ Courses.
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Unlimited Access.
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25. Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@jessbatz
@BizLibrary
BIZLIBRARY.COM