Trismax Inc’s Post

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

Happy to share that I've had an incredible few months working with a truly talented facilitator, Edward Boon , and the dedicated teammates at IOM. Together, we worked on evaluating the vertical alignment between our organizational mission objectives and our training initiatives. It was hands-on learning at its finest! Achieving tangible results was a great reward in and of itself, but anyone who knows me knows that I love a certificate 😉 #evaluation #learninganddevelopment #instructionaldesign #organizationaldevelopment #training

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.

Bonze Level certified! - Created an effective program evaluation plan that maximizes business results and minimizes resources employed - Demonstrated my ability to objectively determine where to allocate training resources to create the most business impact - Defined the critical difference between effective training and training effectiveness - Showed I understand how to evaluate programs using appropriate Kirkpatrick Model tools

On Level 4 Results - "Training's job is not done until its contribution to business results can be demonstrated to and is acknowledged by stakeholders" - From Kirkpatrick's Four Levels of Training Evaluation by James D. (Jim) Kirkpatrick and Wendy Kayser Kirkpatrick #evaluation #Kirkpatricksfourlevels #trainingevaluation

We are the leader in providing sustainable training with market values

As the governance world is evolving and maturing and new stakeholder expectations materialise, training in governance and effective performance for the Board is critical. Genius Boards has developed a superior list of training sessions covering any Board upskilling requirements. From single topic 30 mins to multiple day courses.

How can an organization truly progress without a clear understanding of its employees’ training needs? Simply throwing training courses at employees isn't the solution. A thorough Training Needs Analysis (TNA) is essential for identifying specific skill gaps and tailoring training programs to address them effectively. A well-executed TNA ensures that training efforts are aligned with organizational goals, leading to increased productivity, improved performance, and a more skilled workforce.

The value of training is frequently underestimated, relegated to the occasional team-building session or an infrequent workshop. Yet, our approach must evolve to excel and achieve world-class results. Effective training is not a "soft option"; it's an essential, powerful tool for development and growth. It demands intensity, regularity, and repetition. It's about embedding learning into the very fabric of our organizational culture, making it central to our daily operations and strategic vision. Training should not be an afterthought but a core pillar of our strategy for success. By prioritizing consistent and comprehensive training programs, we can unlock the full potential of our teams, foster innovation, and sustain competitive advantage.