When we think about improving customer service, rewarding top performers, retaining those who show significant potential, or installing new technologies, we turn to training. However, we often don't get the results we expected.
What is the reason?
The reasons are varied but there are some that appear to be relevant:
- The training needs assessment was not designed to link organizational objectives with individual needs.
- The quality of the training was not as desired
- People are not motivated by the activities they participated in
- The training does not respond to the organization's plans
Implementing a training plan requires a thorough understanding of the organization's plans and the competencies of people at all levels. It also requires the participation of the recipients in identifying and selecting training activities and, of course, a budget that creatively utilizes available financial resources.
Once the process is implemented, there's another essential aspect: evaluating the results of the training. How can we determine the return on investment in training people?
Basically, by clarifying the objectives we pursue through the training plan and measuring the results obtained. Otherwise, we'll never know if what we hoped to achieve with this investment was actually what we achieved.
At Action Group we help you:
- Diagnose the training needs of your staff according to organizational objectives
- Develop a plan that optimizes investment and time spent
- Implement what was planned
- Measure the results of your investment in three stages:
- Customer satisfaction at the end of the activity
- Incorporation of the skills worked on (30 days)
- Implementation in the workplace (6 months)
We also offer the option of outsourcing your staff training, from diagnostics to results measurement, so you can focus exclusively on your company's business and experience the benefits of a training process rooted in your organization's strategy.
