Corporate Training Dollars and Sen$e

Let's face it, the economy has us all concerned. My human resource friends tell me their company's decisions to lay off and downsize their workforce while trying to retain the best people is nothing short of pulling a rabbit out of one's hat! It's a pretty daunting task to assure one person that their job is not in jeopardy as he or she watches co-workers pack up their personal belongings because of a pink slip. Yeah, right! Now more than ever, companies have to focus on giving their remaining workforce the training they need so that they can survive and thrive. How? Consider implementing these five up-front strategies to help save your company time and money. Request programs tailored to fit your needs. When considering training, look for companies willing to tailor their program to fit your organization's needs. Be careful here because some companies will claim to do this, but all they really do is change the cover on an already used program. Think in terms of content, content, content. Is it original or rehashed? Request a guarantee. What kind of guarantee do they provide if you're not satisfied? Ideally you will get great training, but what happens if the trainer and/or the training is not what you bargained for? Some of the better training companies will give you another day of training if you are not satisfied the first time around. If that's not acceptable, ask if you can get a portion of your company's investment back, i.e., at least 80%. I suggest this because you may not want the company back for a replay. Reputable companies will be willing to refund some portion of your money, just make sure that you ask! Analyze the company's Needs Assessment Package. Most packages will focus on what your employees are NOT doing, and what they CAN'T do; in other words, this type of assessment looks at the problem(s), not the solutions. There's no arguing that this approach can be useful; however, it is not the most efficient nor the most effective. Look for assessment packages that uncover the positives, first on an individual employee level and then on a departmental level. Sometimes the problem is not training Joe how to communicate better, rather it's looking at how Mary (one of the teams best communicators) does it and utilizing Mary to bridge the gap with Joe. A good needs assessment should help you refocus your training needs to benefit the whole. Request a review of the training company's curriculum for the topic you're interested in bringing to your organization. Is it up-to-date, utilizing 21st century best practices? In general, for some topics what worked in 1999 still applies in 2010. For example, good business writing still requires the writer to get to the point, understand the audience, understand the subject matter, and avoid jargon. In contrast, in 1999 time management skills required no knowledge of social networking and its impact on a company's biggest asset--its human resources. However, in 2010, a good training company would be hard pressed to teach good time management skills without understanding social networking. It's essential, in this instance, to show employers and employees how to intergrate Twitter or Facebook into their daily operations to save and make money rather than waste time. Request training follow-up. Is the training company willing to provide follow-up support? Look for follow-up support in the educational materials, and one-to-one contact with the trainer. Let me explain. Can you review the educational materials at your own pace after the training is completed? Can you contact the trainer by phone or email for any questions you might have to help shorten your learning curve? As you look at ways to keep your staff trained, your overhead down, and your R.O.I. up, consider implementing these five simple strategies before you hire your next trainer!