Training Industry Magazine - Spring 2024 - 43

Identifying and Achieving
Company Goals: An Example
If your company's goal is to increase employee retention by 20%,
for example, it's important to consider what organizational and
interpersonal challenges exist, so they can be addressed, and the
goal can be reached. You can assess both types of challenges
through assessments and by reviewing stay and
exit interview data, for example.
Perhaps, you uncover that the organization needs to adjust
processes for hiring, onboarding and managing performance,
and that managers aren't leading in ways that create retention. In
addition to teaching the new skills that go along with these new
organizational changes, you can also deliver training on giving
kind and candid feedback and proactively creating a respectful
team environment. Between adjusting individual behavior and
organizational systems, you can achieve your goal.
your team currently have, and what will
they need to have in the future?
Asking your team for ideas is a good
place to start. Conducting employee
surveys can help you determine the
knowledge, skills and abilities (KSA)
gaps across the workforce so that,
where possible, you can close those
gaps through training programs
Additionally, qualitative data collected
on a survey, or via focus groups or
interviews, is a great way to uncover
information. And by involving your
employees in the decision-making
process, you communicate that you
value them, and potentially gain their
buy-in for your programs.
You might ask in focus groups,
for example:
* What work processes could we
improve?
* What's the most challenging part
of your job?
* What skills would you like to
develop to better function in your
role?
* Do you get the information you
need to do your job effectively
and efficiently?
Break down all the costs (e.g.,
materials, trainers, overtime pay for
attendees)
and
now
your
budget
allows for a clear understanding of
the financial commitment required
to drive toward the organization's
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* Does your manager coach you
when you're feeling overly
challenged or lacking the
knowledge to accomplish a task?
Keep in mind that training on its own
doesn't usually solve problems. At this
point, you're simply making a " shopping
list " to uncover all possibilities for
training topics that could help achieve
organizational goals. Once you decide
what's most important and how you'll
teach that information, you can begin
planning your budget.
goals through training. You can also
regularly revisit and adjust the budget
to ensure it stays in line with evolving
organizational needs and priorities.
Choose a Delivery Method
Choosing the right delivery method is
key to maximizing your training budget.
Here are some options to consider:
Imagine
your budget
as a way
to tell
a story.
In-person training can be great for
team-building as it is very interactive,
but it can also result in some pretty
steep expenses. You have to factor
in travel and accommodations, the
training venue, catering costs and
training materials.
Virtual instructor-led training, on the
other hand, is a more cost-effective
option that can bring together your
entire team. Live online training can
often be as interactive and effective
as in-person training with the right
amount of activities and discussion,
and a trainer who creates a safe
online space.
Asynchronous online training is likely
the most cost-effective option and
is most often used for topics that
require some learning activity but
not a lot of discussion. Topics related
to
compliance
(e.g., new policies,
government regulations, etc.) are often
taught in this format.
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Training Industry Magazine - Spring 2024

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