The Value of Training to Company Initiatives

By Toni Roldan

Training programs in companies are usually not stand-alone endeavors. They are typically tied to other projects and priorities. Dependent on everything else before it, training is the last rung on the project ladder. It's the cycle that hits last.

Training helps drive results, create outcomes, and impart critical information not only to the learners but also to all the affected groups. For instance, how would the following initiatives succeed if training were not provided on the details and execution?

• A new product is developed.

• A new process is defined.

• A revamped customer-service program is implemented.

• A new system is set to roll out.

Training is obviously an integral component to business success, so how do large and small companies achieve their goals in training?

Large Companies

Large companies typically have a dedicated training organization with devoted human resources in the range of 10 to 60 trainers. Internal training organizations are in place to support key organizational priorities, such as product rollouts, system implementations, customer-support programs, and process initiatives. Such training organizations are often one-stop shops -- rolling in oversight, design and development, production, and delivery under one umbrella -- so they have the ability to directly handle all aspects of the internal training program for their client. Sophisticated training organizations are also able to play a consultative role for the client, advising them on the best training solution, looking at the larger picture that the training is tied to, and partnering with the client to define measureable outcomes of the training. A training organization working within a large company can:

• Provide oversight to manage a project from start to finish.

• Define specific learning objectives.

• Partner with the client to identify specific business outcomes.

• Design and write the deliverables.

• Interface with subject-matter experts to cull the details of the curricula.

• Deliver the training.

Small Companies

Small companies usually do not devote many, if any, resources towards an internal training department. In-house positions are typically focused on those necessary for the day-to-day business operations. When training is needed, individuals in these positions are asked to devote portions of their time to develop training materials. This has a number of impacts:

• The individual's time is spent away from his or her primary job function.

• The materials created may or may not hit the mark.

• The outcome of the training is often not clear.

It is often advantageous for a small company to purchase services from individuals or consulting firms like Win-Win, who can offer the experience of having worked within large training organizations. They bring the expertise of the full gamut of training and can work with companies to implement customized training solutions. Selecting an experienced training consultant thus provides a small company the same benefits as enjoyed by a large company. Specifically, small companies who partner with a consulting firm that has a solid training background gain someone who can:

• Provide oversight to manage a project from start to finish.

• Define specific learning objectives.

• Partner with the client to identify specific business outcomes.

• Design and write the deliverables.

• Interface with subject-matter experts to cull the details of the curricula.

• Deliver the training.

Although small companies do not have the same internal resources as large companies they can still reap the same benefits by utilizing experienced training consultants who partner with them to understand and achieve their organizational needs and goals.