Issues & Trends in Managing Training

1. Issues & Trends inManaging Training Boston Trainer’s Roundtable January 21, 2005 Presented by: Beth Brettschneider, Artichoke Training Associates Artichoketraining.com (617) 686-3995

2. Agenda • What’s 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?

3. 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? Let’s explore how some of these trends have manifested in practice….

4. FAST, FASTER, FASTEST • Training, Training, Toil and Trouble, Who’s the Fastest Trainer of Them All? • Increased demand for quicker implementation of solutions. What are the implications of this?

5. A Process for Training- - The “ADDIE” Model • Assessment • Design • Development • Implementation • Evaluation

7. 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 you’ve heard of that you’d 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?

8. 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.

9. 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?

10. 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?

11. 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.

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

13. Implementation • LMS’s 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?

14. 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?

15. 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?

16. 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?

17. 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”?

18. 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.