How can you conduct and manage T&D in a way that increases effectiveness?

For T&D to be effective it needs to be aligned with the company’s strategy, as Josh Bersin (2014) said, “Today’s corporate training organizations must be highly aligned with their business’ immediate and urgent corporate priorities, while also building long term capabilities for the future”.

According to Silverman R.E (2012): The first step in doing training is to do a training-needs analysis, figuring out who needs training and what kind”.  Some of the advanced development tests like EASI can be useful in this part of the process.

Secondly a conducive environment and a learning culture need to be created in the company: 90% of what is learned may be lost within the first few weeks if it is not anchored, reinforced and transferred to the workplace.

Companies must give employees the opportunity, freedom and support (from managers) to practice and apply the skills and knowledge they have acquired in T&D and the motivation to sustain, if learning is to be effective.
This is strongly supported by a study of 3 HR and 4 Operational Management (OM) practices in a longitudinal study. The results showed that none of the OM practices had any significant effect on productivity. Out of the 3 HR practices, empowerment (7%) and training (6%) added an aggregated 9% value per employee (Birdi, K et al., 2008, P.490)

Companies need highly skilled workers as a strategic differentiator, especially when competing on quality (Wilkinson & Redman, 2013, p.161). Recent studies within companies show that 7 out of 10 employees are not reaching their full potential because of lack of T&D.

Investing in T&D helps companies to stay competitive and makes it a great place to work. It motivates employees to develop, feel committed, stay loyal and allows them to use their competence and experience for the company on a long-term basis.

High-impact learning organizations are aware that they need to be rapid and flexible in their T&D activities to match and respond to the quickly changing business conditions and the resulting needs from a company’s strategy.

Companies, which provide an environment that fosters learning, empower and motivate their employees to transfer acquired knowledge to the workplace, while retaining them and their experience/know-how, are sure to have a ROI of their T&D (not costs) investments!

 

A humorous quote to summarize the dilemma of T&D:

CFO to CEO: What happens if we train all our employees and they leave us?

CEO to CFO: What happens if we don’t and they stay?

 

 

Norbert Mörtl

Value People - helping people and organizations to grow and perform

"Today’s corporate training organizations must be highly aligned with their business’ immediate and urgent corporate priorities, while also building long term capabilities for the future”.

Josh Bersin (2014) -

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