Most if not all organisations spend thousands if not millions of dollars each year on training. We focus our training on the skills and competencies expected to operate something or perform a task in a capable manner. Many organisations undertake the training, and tick the box: that person is now competent; or simply just trained. But are they really competent, and better yet did we spend the money where the business really needed it on the right skills?
Competency, like compliance, is measured at a point in time. Today I am, tomorrow maybe not, especially if I haven’t used those skills well or consistently. Training in a software package is a good example; if I don’t use it every day, I forget, and then I am no longer capable or competent. I see many businesses relying on a point-in-time measurement of competency at the end of a course or on the issuing of a ticket. But businesses rely on persons to be competent and skilled to meet customer requirements all of the time. So why just measure it once, or every two years or five years? Surely we should measure it soon after the training and then a bit down the track to make sure the required skills have been established and change has been made. And then at regular intervals based on the degree of importance of the skill or information.
Because ultimately that should be the driver of training or upgrading a person’s skills. Surely it is to exact change and improve. Training has to have a delivered objective to improve something (knowledge, awareness, skills), otherwise it is death by powerpoint or a nice lunch. We focus so much on the requirement to deliver training, but little on the objective and the outcome. Was the investment made in that person worthwhile and did it deliver what was expected? What do you do to measure effectiveness of training, including clear goals, delivery methods, providers, mentoring etc., that makes up the whole package? Or do you just assess the venue, lunch, or niceness of the person talking?
We spend a large percentage of the bottom-line on training; surely we want it to be effective and provide the necessary value? So why not take the time to assess how your training and development budget is managed today. Because it is an integral component in improving not just the business, but the people you rely on to make the business function well. Or call us today for an independent assessment, and let us help you improve your bottom line.