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Key to successful training.

February 12th, 2013

An article published yesterday on the People Management website made me stop and think about the difference between success and failure in training delivery.

In my view, whether training succeeds or fails is decided long before individual steps into the classroom or logs onto the computer.  The journey to success starts just after the point that an organisation decides that training is needed.

At this point, a Learning Needs Analysis (LNA) should be commissioned and this will result in the identification of the WHAT that needs training, the WHO needs training, the WHEN it will happen and the HOW it will be delivered.  This also can cover the WHERE as sometimes venue can be critical to the success of an event.

A comprehensive LNA will ensure that organisational objectives are met.  It will identify the WHAT, WHERE, WHEN, WHY and HOW that can be communicated, thus meeting the bullet points 1 and 4 on the People Management website.

The other items on the five points are covered through creating an effective evaluation strategy (this should include the pilot, initial evaluation, modification of materials and methods as necessary), delivery plan, and communications strategy.

If all of the above takes place then there is a very high chance of success.  The time, money and resources invested in the training will have been worth it.

Example of how an LNA can save time and money:

A large metropolitan police service was rolling out one day training program that had been nationally mandated.  It required approximately 300 individuals to attend this one day course.  The total opportunity cost to the organisation was going to be in the region of £75K or would be the equivalent of taking one supervisor from their core role for 300 days.

The organisation conducted a quick time LNA and discovered that the same learning could be delivered through a blended learning approach.   The e-learning was completed at the place of work during conventional working hours (fitted in when possible without disrupting core role).  There was a short briefing session to consolidate the learning which was completed in a 2 hr period.  This greatly reduced the cost of the training, from £75,000 to £18,750 (a 75% saving) and returned 225 days worth of supervisor time to core role.

The above example shows how a properly and contextualised Learning Needs Analysis can provide considerable savings and ensure success of your training events.

For more information on Learning Needs Analysis (the key to successful training) click here


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