Issues & Trends in Managing Training

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Issues Trends inManaging Training

• Boston Trainers Roundtable
• January 21, 2005
• Presented by Beth Brettschneider, Artichoke
  Training Associates

Artichoketraining.com [phone]
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Agenda

• Whats new? How has training changed?
• How fast is fast? How do you keep up with the
  perceived pace of business? What are the
  implications for training?
• Do you have to align your training function with
  corporate strategies? What happens if you don't?
  What happens if you do?
• What can I do to enhance the value of my training
  function?

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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?
• Lets explore how some of these trends have
  manifested in practice.

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FAST, FASTER, FASTEST

• Training, Training, Toil and Trouble, Whos the
  Fastest Trainer of Them All?
• Increased demand for quicker implementation of
  solutions.
• What are the implications of this?

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A Process for Training- - The ADDIE Model

• Assessment
• Design
• Development
• Implementation
• Evaluation

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Needs AssessmentTable 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 youve heard of that youd 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?

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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.

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Design DevelopmentTable 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?

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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?

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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.

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Implementation Table Discussion

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

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Implementation

• LMSs 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?

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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?

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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?

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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?

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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?

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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.