Sharon Constançon CDir MBA FCG’s Post

When you’ve got an #LMS with good #upskilling capabilities, #SkillsManagement becomes an easier process—from identifying #SkillsGaps to recommending relevant training. Find out more: https://bit.ly/3VsEx6r

Confessions of a Training Manager: Reporting how many Training Days you've delivered is a useless metric. Training is nothing more than the presentation of information. What you should be measuring is Learning or the ability to recognize or recall the information months later! PPMs deliver effective learning: https://bit.ly/3tKWQYm

Let’s ask, why some training programs fail in their ROI: 1. Inadequate Needs Assessment: Failing to identify the actual skills and knowledge gaps can lead to irrelevant training. 2. Poor Engagement: If participants are not motivated or interested, retention and application of knowledge diminish. 3. Ineffective Delivery: Training methods that don’t suit the audience or content can hinder learning. 4. Neglecting Follow-Up: Without reinforcement or ongoing support, skills learned may not be retained or applied. Addressing these factors can significantly enhance the effectiveness of training programs.

Stretch your IT training budget, streamline purchasing, and improve training management. Find out how HPE Education Learning Credits let you prefund training by buying credits now to redeem as needed to keep your team’s skills current.

Gold Tap Training Blog: In Lieu of a Training Department How a company tackles learning and development determines its ability to grow and succeed. But what happens if you don’t have a training department, what should you do? Our blog offers some answers: https://lnkd.in/eNjGuQTf #ProfessionalDevelopment #LearningAndDevelopment #TrainingStrategies

Hi Connections, One of the key metrics in training quality is whether the goals have been achieved. What kind of goals were set for the online training, and how well were they achieved. Whether the goals were achieved can be discovered with assignments that test the participants’ competence, but you should also ask whether the experience of having reached their goals was successful. Did the participants get the feeling that they had learned the planned items. Training quality should be assessed not only in terms of whether the goals were achieved but also from the viewpoint of learning.

Creating an effective training program is vital for organizational growth, but doing so without understanding actual needs can waste resources. This is where Training Needs Analysis (TNA) comes in. TNA identifies skill gaps and aligns training with goals, laying the foundation for a strategic and impactful training plan. Here's why TNA is so beneficial https://lnkd.in/gZBne_zN

Since the inception of training, the effectiveness of training programs has been widely debated. 😉 We've all seen numerous action and improvement plans centered on training as the primary activity. Yet, it's fairly well-known that the impact of training interventions fades over time. The charts included below are from the 'TRANSFER OF TRAINING' paper, published in 1988 by Timothy Baldwin and Kevin Ford. It's extremely important to choose your training interventions carefully, and more importantly, to support the process both before and after the delivery. Highlighting this, a 2024 paper by Kevin Ford discusses 'Transfer of informal learning: The role of manager support in linking learning to performance'. Find links to the articles in the first comment. #TrainingforBusinessImpact

Effective training is a delicate balance of effort and recovery. How you train matters. The Data-Driven Training Systems website is now live! https://lnkd.in/gxs4hYaB

Today's Learning and Development Tip📚 #Training_Solutions Training is often the first solution suggested by organizations when employees aren't performing at the level they're supposed to. But before conducting the training, you need to determine whether the training will solve the issue or not. There are three issues that training can fix: 1. A gap in knowledge: where employees need to know information. 2. A gap in skill: where employees need to know how to do something. 3. A gap in ability: where employees need to develop the capacity to perform a range of tasks effectively.