As your firm develops its training content, the delivery of that content is an equally important question. In fact, the selection of your delivery methods is probably a better first step, with content then built to suit. So let’s review the strengths and weaknesses of various training delivery methods as a starting point to building the ‘best’ possible training experiences.
Many business owners or HR professionals who are tasked with purchasing training for their organisation are inexperienced with the process. The training industry is fragmented.
In part two of our examination of training success, let’s examine the measurements of understanding and learning (Kirkpatrick Level 2 measurement). We review thoughts behind using quizzes and assessments, as well as more sophisticated measures of reflection or activity.
Any professional services firm delving into training and development of its staff should first learn how to identify and assess training needs properly. It is counter-productive to offer training to staff who do not need it, or to simply offer the wrong kind of training. A ‘Training Needs Analysis’ helps to put your often limited training resources to the best possible use. This article outlines a six steps process for professional services firms to map out their training needs.
Training has long worried about justifying its existence. How do we measure training success? What are the critical outcomes of training? How do we know if the training is any good and if it is making any impact? Let’s begin with Kirkpatrick Level 1 analysis on initial reaction to training.
When you are considering purchasing training, you need to ask a lot of questions to ensure the proposed training solution is going to be a good fit for your professional services firm. There are questions you should be asking internally to ensure training is a good solution, but also questions to be asking externally to potential training providers. In this article, let’s focus on the ultimate questions to ask training providers.
Training is an investment! Or is training an expense? This classic question continues to challenge all modern organisations as they seek ways to grow and innovate
Employee training is evolving with newer technology assisting with a more dynamic approach to training and knowledge sharing. In particular, the use of artificial intelligence, machine learning and software platforms driven by big data algorithms is opening up entirely new ways to scale employee training.