For Training ROI

The American Society for Training and Development (ASTD), a professional association of 70,000 corporate e-learning specialists around the world, provides new ammunition for anyone who needs to make the case for the training of employees in their study, "Profiting learning: the companies' investments in education and training Pay Off? "They suggest that companies should consider the training of employees as an investment and report on their balance sheets by side RandD and capital expenditures. While few companies are likely to be reporting training as an investment, it is certainly a cost of exercise that gives a good ROI.

Considering that the latest figures show that dealing with poorly performing employees cost U.S. businesses $ 105 billion every year, that managers spend 14% of their time to redo or correct the mistakes of others, and, according to a study of consumer recently, fifty-seven percent of consumers surveyed identified poor employee training as an important aspect of lack of services, employee training may be one of the major expenses of a company can do in terms of getting a serious return on their investment .

The right training can improve employee performance and production, reduce time to resolution of management problems, and improve customer satisfaction. But how does a company choose the "right training?" Technology training, teamwork, motivational training, writing courses, sales training, jobs and training procedures, the list of training courses is almost endless. Couple this with a variety of old and new training methods, such as online training, classroom, rapid e-learning, DVD and CD-Rom training, etc. and you begin to see the difficulty in choosing the "right education" to the employees.

First, make goals and set targets for training outcomes. Be sure to target your training to teach the necessary skills. Get input from your staff what they think they need to know to do their job well.

Develop a training plan and policy based on the problems / needs to be addressed. Determine exactly what skills should be taught and in which agents need training in such areas.

Determine the size and resources to carry out the training. The format may be group or individual, at home or out-source, and resource options include CD, intranet and Internet resources, traditional classroom, books, DVDs, etc. In other words, present the material so as to match the Your personal learning style.

Evaluate each training session is implemented, regardless of size or resources used. Ask staff for written evaluations of their training and set up a method to obtain decisive results, such as analyzing whether staff error is decreased after training in the task / skill.

An example of a training need that most companies face every year is technology education. With the rapid advances in computer technology, companies often need to upgrade hardware and software, but without training, you and your staff to waste time and money trying to accomplish old tasks with unknown technology. Many experts have suggested that 70 percent of technology budget should go to training and only 30 percent of hardware and software. However, these figures are based on last year, and like everything that has to do with computers, the last year is obsolete.

Let's look at using e-learning courses for computer training, which has helped many companies increase their scope of training at a reduced cost of traditional training. However, it was still little. The development and delivery required number of advanced skills and long response times. Today, many methods are available for rapid e-learning that can be used to quickly create and cheap tools to make learning faster employee training on the tasks of the software. For example, recently we need to form part of the staff in a new activity to do data entry in a database were familiar with. Our EMS has created a training module with questions recorded audio, video, and review while actually working on the database in about two hours, losing in reality less than half an hour of productive time. Employees in training requires a minimum of training time, about thirty minutes, at least up to the task, he began working on the task, and were able by the end of the day. Since the training module was a recorded session, which existed even if the employee is in need of refresher training or employees for temporary or replacement. This is the training cost and time efficient, leaving more of your budget for hardware and software.

Today, more and more companies are adopting new learning resources and develop training that is specific task, rather than the concept or program-oriented. In other words, companies are not looking so much for the training in Microsoft Word as they are trying to train employees how to use Word in their specific job. With these new resources, such as rapid e-learning, companies can reduce the time and money spent on the development of training .......